Although many employers are now taking active measures to promote equity through progressive policies, upskilling and flexibility, significant gender gaps remain. If organisations are serious about wanting to retain valuable women workers, then they need to take active measures to help them get ahead, according to new analysis.
The World of Work Outlook for Women in 2024 report on the state of working women, carried out by ManpowerGroup, revealed that less than half (41%) of employers report attaining full gender equity. However, some industries are on the right track and making progress. They include consumer goods and services (69%), financial and real estate (68%), communications services (67%), health care and life sciences (67%), and information technology (66%).
KEY FINDINGS
Other key findings from the study revealed that:
Flexibility drives retention
Over one-third (37%) confirm flexible working policies are most effective for retaining and attracting diverse talent. Other top initiatives: Leadership development (30%), inclusive culture (29%), coaching/mentoring (28%) and academic partnerships (24%).
Mixed progress on pay equity
Just over half (52%) of respondents report pay equity initiatives are on schedule, while the remaining 48% are behind or have no initiatives. Financials and real estate (59%), communications services (58%), and information technology (58%) are outpacing the global average, while industrials and materials (51%), consumer goods and services (50%), and health care and life Sciences (49%) are lagging.
Uneven representation by role
Efforts to expand the number of women candidates vary by role type, with administrative (51%) and operational (48%) positions leading the way. Less female representation is seen in science, technology, engineering, and mathematics (STEM) (43%) and top-level management (42%).
Learnability promotes advancement
Three in 10 organisations (30%) report leadership development programmes are effectively narrowing gaps that historically have prevented promotion to management.
Innovation powered by tech
Sixty-five percent of employers say new technology has helped them be more flexible, promoting more gender equality, 62% said tech is diversifying their IT talent pipelines, 61% cite advancing tech as helping gender equality, and 52% said that AI-based tools are aiding with the recruitment of the best candidates regardless of gender.
UNLOCKING POTENTIAL FOR PROGRESS & GROWTH
“In a world of talent shortages, we need everyone contributing to employment in a meaningful way. Bringing women into the workforce with an equal playing field is an economic imperative, not a nice-to-have,” said Becky Frankiewicz, ManpowerGroup Chief Commercial Officer.
“Knowing what women expect and need is the foundation for building equity. Actively upskilling, empowering allyship, leveraging technology to enable flexibility. This is how we unlock potential and growth, both for women and organisations.”
RECOMMENDATIONS TO HELP ADVANCE WOMEN AT WORK
The study offered key recommendations and insights into how to better engage and adnace women at work. They include:
- Empower women’s allyship: Guide young women’s career journeys early on. Facilitate mentorship and sponsorship programs for women led by senior executive female allies.
- Leverage an internal talent marketplace: Implement AI-based talent marketplaces matching women’s skills and aspirations to projects, gigs, and leadership opportunities enabling professional growth.
- Focus on upskilling and reskilling: Offer AI-enabled and virtual upskilling and reskilling to suggest personalised courses. Host tech academies to ensure women develop high-demand digital fluencies.
- Keep flexible benefits: Survey staff to shape policies supporting work-life harmony. With growing return-to-office plans, maintain caregiving benefits and hybrid remote options to retain women.
- Support diversity, equity, inclusion and belonging (DEIB) adequately: Embed DEIB goals into operations with executive support, clear KPIs, tools, and training that build capabilities across all levels.
To access the full report, click here.
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