Women, We Hear You!

Empowering Women in the Workplace Through Ongoing Career Conversations

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Boost Engagement Amongst Female Employees and Accelerate Women into Leadership Roles

As technology continues to disrupt, and we see the emergence of a skills revolution, we know the biggest impact will be felt by women.

They’re already underrepresented in industries anticipating greatest job growth—engineering, technology, architecture and mathematics and they’re overrepresented in sectors most threatened by digitization, automation and robotics—office and administration positions.

When just one in four women have had a Career Conversation about how their skills can be developed, and only one in five are having ongoing Career Conversations with their manager, how can we shift the needle? Women need to develop their learnability: their desire and ability to learn new skills to stay relevant and take advantage of these new roles. And employers need to nurture women’s learnability to ensure they have the skills for the future. Progress begins with effective Career Conversations.

In this paper we look specifically at responses from women around the following themes:

  • The most important questions employees have about their careers
  • How employees feel about their skills development
  • Where employees go for career advice
  • How high quality Career Conversations translate into valuable individual and organizational outcomes
  • The benefits of mentoring vs. sponsoring

Download the white paper to learn why Career Conversations are the simplest (and most cost effective) way to achieve gender parity in your organisation.

Download the white paper to learn more.

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Gain additional perspective on how Career Conversations can be used to achieve gender parity in your organisation.


 

Mentoring Is Not Enough. Women Need Sponsors.

Author: Stacey Force, Vice President, Global Marketing Center of Excellence, Right Management

Excerpt from this post:

"Sponsorship is a critical factor in helping talented, motivated individuals advance in the business world—and women in particular desperately need this type of support. Despite increased recognition of the disparity between men and women in senior roles, the percentage of women still stands at a scant 24 percent globally."

Click here to read “Mentoring Is Not Enough. Women Need Sponsors.”


Accelerating Women with Responsive and Responsible Leadership

Author: Bridget Beattie, Group Executive Vice President, Asia Pacific Middle East, Right Management

Excerpt from this post:

"With automation, artificial intelligence and robotics becoming the norm of business models, there is great concern that these defining technologies will impact female workers more than males. Now more than ever, organisations and leaders must ensure that they are alleviating digital impacts in a way that creates equal workforce opportunities for all women."

Click here to read “Accelerating Women with Responsive and Responsible Leadership”


Career Conversations – How to Engage Women

Author: Nicole C. Sellers, Senior Career Management Consultant, Right Management

Excerpt from this post:

"Many organisations say they want to increase women in leadership roles and close the “gender gap,” and while many factors play into this, a good place for employers to start is to focus on engagement."

Click here to read “Career Conversations – How to Engage Women”


7 Ways to Build a Culture that Nurtures High Potential Women

Author: Eleanor Hanley, Consultant, Right Management

Excerpt from this post:

"The case for gender parity is clear. Leverage these guidelines to create a culture of inclusion in your organisation."

Click here to read “7 Ways to Build a Culture that Nurtures High Potential Women”

The Right Management Global Career Conversation Study was conducted November-December 2015 to develop a deeper understanding of employees' perceptions about self managing careers across geographic regions, gender and age groups.

Our 4,433 respondents represented 15 countries (Australia, Canada, China, France, Germany, Hong Kong, India, Japan, Mexico, New Zealand, South Africa, Spain, Switzerland, United Kingdom and United States) and ranged in age from 25 to 55. We surveyed both individual contributors and managers on the following areas:

  • What are the most important questions employees have about their careers?
  • How do employees feel about the way they are being developed?
  • Who do employees speak to for career advice?
  • In what ways do development and high quality Career Conversations translate into important individual and organisational outcomes?

Click here to read Talk The Talk: How Ongoing Career Conversations Drive Business Success

Right Management is the global career and talent development expert within ManpowerGroup (NYSE: MAN).  We help organisations become more agile, attractive and innovative by creating a culture of career management and learning that nurtures future talent, motivates and engages people, and provides individuals with opportunities to increase their value throughout their careers.  We improve time to value through our expertise in organizational effectiveness, career management and individual development.  Our approach is centered on the fact that organisations thrive when individuals are successful in their careers.  We’ve spent the last 35 years identifying workforce challenges and developing innovative solutions, enabling our globally informed methods to be time-tested across more than 50 countries.