A l’occasion de la Journée Internationale de la Femme, le cabinet d’audit et de conseil PwC publie le rapport “Next Generation Diversity : Developing tomorrow’s female leaders”. L’étude analyse les moyens pour attirer, développer et retenir les talents féminins de la génération Y, et en faire les dirigeantes de demain. Plus éduquées que jamais et représentant une part plus importante de la population active, ces jeunes femmes sont plus confiantes dans leur réussite professionnelle que les générations précédentes. Elles recherchent des employeurs connus pour leur respect de la diversité et de l’égalité, mais leurs attentes ne sont pas toujours comblées.

1. The female millennial
Developing tomorrow’s female leaders
A new era
59%
57%
G20 country average of
tertiary degrees awarded
to Women
54%
OECD country average of
tertiary degrees awarded
to Women
EU21 country average of
tertiary degrees awarded
to Women
Female millennials matter because they are more highly educated and
entering the workforce in larger numbers than any of their previous
generations. Globally women account for the majority of students in 93 of
139 countries and receive more tertiary degree qualifications.
Source: UNESCO, OECD
Role model gap
40%
4.6%
Global Workforce
% of Female Fortune 500 CEOs
Currently 40% of the global workforce is female and a further one billion
women are anticipated to enter the workforce over the next decade. Despite
this only 4.6% of Fortune 500 CEOs are currently female.
Source: The World Bank, Booz & Company, Catalyst
The female millennial and
ambition
51%
This generation of women are more confident than any previous generation
with 51% of female millennials confident they can rise to the most senior
levels with their current employer. The also consider opportunities for
career progression the most attractive employer trait.
Source: PwC Millennials at work research
Diversity - front of mind
82%
55%
Importance
of diversity
Not truley
equal for all
The female millennial seeks out employers with a strong record on diversity;
82% said an employer’s policy on diversity, equality and workforce inclusion
was important when deciding whether or not to work for an employer. But
their expectations are not always met: 55% feel that while organisations talk
about diversity opportunities are not really equal for all.
Source: PwC Millennials at work research
Work life strategies critical
93%
97%
Work life balance is important to nearly all female millennials and they value
flexible working hours over financial benefits. Female millennials are not in
alone in valuing work life balance and flexibility the same can be said for
their male peers.
Source: PwC Millennials at work research
A feedback culture
The female millennial welcomes
and expects regular feedback on
their job performance. Despite
this generation being highly
tech-savvy, when it comes to
important career conversations
they value face-to-face
conversations.
93%
want face-to-face feedback
on performance evaluations
96%
want face-to-face feedback on
career plans and progression
82%
want face-to-face feedback
on compensation
Source: PwC’s NextGen: A global generational study
Global careers - high on the
agenda
69%
want to work outside
their home country
20%
Millennials view international experience as a vital element to a successful
career and female demand for mobility has never been higher with 69% of
female millennials identifying they want to work outside their home country
during their career. Given only 20% of current international assignees are
female this represents unprecedented demand from the female millennial for
international experience.
Source: PwC Millennial at work research, PwC talent mobility: 2020 and beyond
Next generation diversity: developing tomorrow’s female millennials. To
learn more on how to attract, retain and develop the female millennial go to
www.pwc.com/IWD
This content is for general information purposes only, and should not be used as a substitute for consultation with
professional advisors. © 2014 PricewaterhouseCoopers. All rights reserved. PwC refers to the PwC network and/or one
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