1、 ManpowerGroup 2024Global Insights White PaperWorld of Work Outlook for Women in 2024Table of Contents Employers Must Accelerate Progress as Global Talent Scarcity Continues New Ways of Working Global and Regional Insights The Most Valuable Players of the 21st Century Workforce Global Workforce Solu

2、tionsWorld of Work Outlook for Women in 2024|201Executive Summary02The Global State of Women at Work03Closing Persistent Gaps 04Key Opportunities for Employers to Engage WomenWorld of Work Outlook for Women in 2024|3Although women are increasing their global economic power and entering the workforce

3、 in greater numbers,true gender parity is still far from a reality.In 2023,for every 100 men promoted from entry level to manager,just 87 women were promoted.Coupled with the fact that they often desire more flexibility than leaders are willing to give,60%of women are considering leaving their curre

4、nt roles in 2024.The ManpowerGroup Employment Outlook Survey sheds light on the worlds progress toward gender equality,with the goal of closing gaps and increasing productivity and engagement of global workforces.The 2024 data illustrated that,across the globe,gender equality initiatives are on trac

5、k for less than half of roles.One-third of respondent organizations said that while Diversity,Equity,Inclusion and Belonging(DEIB)initiatives have been set,slow or little progress toward goals has been achieved.Executive SummaryWORKHOME60%of women considered leaving their current roles for more flex

6、ibility.1/3 think DEIB initiatives have slow or little progress toward goals.Employers Must Accelerate Progress as Global Talent Scarcity Continues01 Executive Summary020304World of Work Outlook for Women in 2024|4The research found that while 52%of all companies declared their pay equity initiative

7、s are on or ahead of schedule,the other half are behind or have no initiatives set.The Financials and Real Estate,Communications Services and Information Technology(IT)sectors are slightly ahead of the global average,while Industrials,Consumer Goods and Healthcare and Life Sciences are slightly behi

8、nd the global average.Globally,37%of employers said that flexible working policies have been the most effective in securing diverse talent.There are small regional differences in play regarding the impact of advancing technology on gender equality.Perhaps because their tools are slightly more sophis

9、ticated,the Asia-Pacific(APAC)region feels the most optimistic about the promise of technology(68%).As the baby boomer(born 1946-1964)generation retires,75%of global employers are struggling to find workers with the right mix of technical skills and human capabilities.Key actions to facilitate a vib

10、rant workforce of accomplished women include adequately supporting the DEIB function,empowering womens allyship,focusing on upskilling and reskilling,leveraging an internal talent marketplace and keeping flexible benefits.of the APAC region is optimistic about technology.68%75%of global employers ar

11、e struggling to find workers with technical skills and human capabilities.48%of companies are behind on pay equity initiatives or have no initiatives set.01 Executive Summary020304World of Work Outlook for Women in 2024|5McKinseys 2023 Women in the Workplace research found growing ambition among wom

12、en at every level of the workforce.Roughly 80%of women want to be promoted to the next level,compared with 70%in 2019.Women of color and younger women are especially ambitious in their careers.Today,88%of women of color desire a promotion to the next level.Nine in 10 women under the age of 30 want t

13、o be promoted,and 3 in 4 aspire to become senior leaders.Global and Regional Insights Women have long been considered an underrepresented minority group in the workforce.In 2023,the situation looked dramatically different,and it started with the economy.In May,the kickoff of Beyonces Renaissance tou

14、r led to a rise in inflation in Sweden,as attendees scrambled for housing and food.A single lyric in Taylor Swifts song,“Youre on Your Own,Kid,”encouraged fans to make friendship bracelets for The Eras Tour,which sent bead sales skyrocketing by 500%in some cities.According to economists at Duke Univ

15、ersity,the total economic impact of Swifts tour is an astonishing$75 billion by far the most profitable in music history.The workforce is experiencing changes,too,albeit more subtle ones.In 2023,Pew Research found that,among U.S.workers ages 25 to 64,49%of women have a four-year college degree,compa

16、red to 41%of men.Women now make up 47%of employed U.S.adults ages 25 to 64,up from 44%in 1987 and 33%in 1964.Global importance is also growing,with women now representing more than 46%of the workforce in Europe and nearly 40%worldwide.The Global State of Women at Work49%of U.S.women have a four-year

17、 college degree compared with 41%of men.womenmen49%41%Source:Pew Research02 The Global State of Women at Work 030401World of Work Outlook for Women in 2024|6These ambitions,however,may not benefit womens current organizations.McKinsey reported that for every 100 men promoted from entry level to mana

18、ger,just 87 women were promoted.In addition,only 5.8%Fortune 500 companies today have a female CEO.With ambition growing and slow progress closing senior leadership gender gaps,it should come as no surprise to business leaders that 60%of women are considering leaving their current roles in 2024.To p

19、ut it simply,organizations cannot afford this.According to Stephanie Ferguson at the U.S.Chamber of Commerce,the Chamber hears every day from its member companies,of every size and in every industry,that they are facing unprecedented challenges trying to find enough workers to fill open positions.“I

20、f every employed person in the country found a job,we would still have more than 2 million open jobs,”she said,“and the overall share of the population participating in the labor force has dropped since the pandemic.”Additionally,S&P Global has issued continued warnings to public companies regarding

21、 environmental,social and governance(ESG)issues.Gender diversity and equity is front and center,with stakeholders from institutional investors to potential employees calling for increased representation of women across all levels of an organization and equal compensation and mobility for women.When

22、Women Lead,Firms Win found that firms with women CFOs produce superior stock price performance compared to the market average,and firms with high gender diversity on their board of directors are more profitable and larger than firms with less gender diversity.Failing to move the needle on gender div

23、ersity is risky at best,catastrophic at worst.If women leave an organization or the workforce altogether,the benefits of their representation leave with them.S&P Global found that acceleration in U.S.gross domestic product(GDP)growth under increased female labor force participation could add$5.87 tr

24、illion to global market capitalization in 10 years.This also impacts the performance of strategic organizational objectives.It is directly tied to the S of ESG goals,which are actively monitored by investors,prospective employees and other key stakeholders.The State of Women in the Workforce 40%80%5

25、.8%CEO representation inglobal Fortune 500seeking careeradvancement opportunitiesof the global workforceSource:ManpowerGroup Employment Outlook Survey02 The Global State of Women at Work 030401World of Work Outlook for Women in 2024|7LOralLOral,the largest beauty company in the world,has a strong ES

26、G strategy embedded in its mission statement,LOral for the Future.The iconic global personal care brand sought to achieve demographic balance in its workforce by creating the Solidarity Sourcing program,which has been rated a top direct and indirect talent sourcing initiative by the United Nations(U

27、N).Working in conjunction with LOrals new program,ManpowerGroup began actively attracting associates from vulnerable populations in France,Italy and,most significantly,Mexico.Currently,LOral has 600 associates from vulnerable populations including refugees,disabled workers,and seniors working on ass

28、ignment with LOral.In 2022,ManpowerGroup was awarded the“Spread the Green Vibes”award for positive contributions to the Solidarity Sourcing program.ManpowerGroup placed 600associates from vulnerable populations in France,Italy and Mexico.02 The Global State of Women at Work 030401World of Work Outlo

29、ok for Women in 2024|8Closing Persistent GapsGlobal On-Track Employer Gender Equity Programs by RoleTop-Level Management Roles42%Middle-Level Management Roles46%Front-Line Management Roles47%Professional/Technical Roles46%STEM Roles43%Administrative Roles51%Operational Roles48%The 2024 survey data i

30、llustrated that across the globe,half of employer gender equality initiatives are behind or have not been set.Top-level management and Science,Technology,Engineering and Mathematics(STEM)roles are the most likely to lag in the number of women candidates.Around one-third(36%and 32%,respectively)of re

31、spondent organizations said that while DEIB initiatives have been set,slow or little progress toward goals has been achieved.Employers globally are reasonably unified in their progress toward DEIB goals related to top-level management roles,although North America(where 49%of DEIB initiatives are on

32、track)and South and Central America(48%)are slightly ahead of the Asia-Pacific(44%)and Europe,the Middle East and Africa(EMEA)(each at 39%).Top DEIB Progress for Top-Level Management Roles:49%North America48%South and Central America0203 Closing Persistent Gaps0401World of Work Outlook for Women in

33、2024|9a long way from full equality.still reasonably far from full equality.getting cloes to full equality.fully achieved.10%23%41%24%6%17%36%38%7%17%37%36%Overall,as organizations grow,their focus on achieving top-level management-related DEIB goals tends to rise.This may be due to the institutiona

34、lization of DEIB initiatives and the establishment of clear-cut metrics,particularly in larger organizations.More than one-third(36%)of micro-sized businesses,35%of small businesses and 39%of medium-sized businesses said their DEIB initiatives around achieving top-level management goals have exceede

35、d or are on track to meet expectations.For large enterprises(1,000+employees),the share of employers achieving comparable metrics grew to 51%.Gender equality in our definition includes aspects such as equal pay,equal promotion opportunities and equal leadership development initiatives.Employer respo

36、ndents globally said they expect most of the progress on gender equality to happen in the next two years,although even then,only 38%of them said they expect gender equality to be fully achieved in their organization.On the plus side,nearly one-quarter(24%)of respondent organizations said they believ

37、e gender equality is already fully achieved.of employers believe their organization is getting close to full gender equality today.Only41%Currently,gender equality in our organization is.In two years,I expect gender equality in our organization to be.At best,gender equality in our organization will

38、always be.0203 Closing Persistent Gaps0401World of Work Outlook for Women in 2024|10The Energy and Utilities and Industrials and Materials industries trail other industries in their progress toward full gender equality.More than half(59%)of the Energy sector respondents and 60%of the Industrial sect

39、or respondents claimed they are getting close to full equality or that it is already achieved,compared with the Financials and Real Estate sectors(68%)and Consumer Goods sector(69%).We also observed some regional differences in the march to full gender equality with 71%of South and Central America r

40、espondents stating they are getting close to full equality or that it is already achieved.This compares with 64%of North America respondents,63%of Europe,the Middle East,and Africa respondents and 63%of the Asia-Pacific respondents.On the issue of pay equity specifically,the 2024 research found that

41、,while 52%of all companies declared their pay equity initiatives are on schedule,the other half are behind or have no initiatives set.The Financial,Real Estate,IT and Communications industries are slightly ahead of the global average,while Industrials and Materials,Consumer Goods and Services and He

42、althcare and Life Sciences are slightly behind the global average.In terms of geography,the EMEA region slightly trails the rest of the world in its progress toward pay equity,which has been achieved or is on track to be in 48%of companies,compared with 54-58%in all other global regions.Global Perce

43、ntage of On-Track Employer Pay Equity Initiatives 52%GlobalAverage59%58%58%51%50%49%Finance and Real EstateInformation TechnologyCommunication ServicesIndustrials and MaterialsConsumer Goods and ServicesHealthcare and Life Sciences54%Energy and Utilities52%Transport,Logistics and Automotive0203 Clos

44、ing Persistent Gaps0401World of Work Outlook for Women in 2024|11Sky UKSky,a U.K.-based entertainment company,committed to increasing gender diversity and ensuring its workforce was more representative of the customer base it served.In particular,the firm wanted more women represented on the organiz

45、ations frontline and urged more women to apply to be field service engineers.In a role that has been predominantly operated by men,these workers ensure the maintenance and smooth-running of all systems and at-home technologies for its customers.Working with ManpowerGroup,Sky set specific social medi

46、a engagement targets and developed customized content to reach women.By leveraging new social media recruitment marketing tactics,such as Facebook Live events,Sky experienced a 26%increase in women followers and a 50%increase in women applicants.Employers Rankings of Initiatives to Achieve ProgressP

47、romote flexible work policies37%Leadership development programs30%Inclusive organizational programs29%Internal coaching and mentoring28%Partnerships with educational institutions24%Internal peer group coaching and networking23%Include measurement in leadership metrics19%Internal advocacy sponsorship

48、18%None of these programs/not effective9%New Ways of WorkingThree major changes to work structure and environment are currently underway:increased flexibility,the need for upskilling and reskilling at scale and technology integration.Given these significant workplace shifts,we chose to study their i

49、mpact on gender equality.Globally,37%of employers said that flexible working policies have been the most effective in securing diverse talent.The data showed that policies designed to co-create flexible work norms through feedback and discussion are also quite helpful,with some regions and industrie

50、s ahead of others.For example,48%of respondents in South and Central America have effective policies in place,while only 36%of EMEA respondents do.The largest gap in the implementation of flexible work feedback discussions occurred between industries.IT was the industry most likely to have effective

51、 policies in place(44%),while Energy and Utilities were the least likely to have them(32%).0203 Closing Persistent Gaps0401World of Work Outlook for Women in 2024|12Of particular interest is that fact that the percentage of organizations with effective flexible work feedback discussions in place doe

52、snt substantially vary based on business size.Larger enterprises are only slightly ahead here(44%in enterprise-size businesses versus 39%in small businesses).Additionally,28%of all respondents said that childcare reimbursements are in place at their organizations,which are helpful in making the recr

53、uitment and retention of all genders more equitable.Nearly one-third(32%)said the same about care and support for sick or elderly adults.Given how caregiving disproportionately falls on women,its critical that organizations striving for gender equality have these benefits.The Role of Tech65%62%61%52

54、%AI is helping us to recruit the bestcandidates regardless of gender.Overall,gender equality is beinghelped by advancing technology.Qualified candidates for IT roles arebecoming more gender diverse that the past.Technology has helped us be moreflexible,promoting more gender equality.65%of employers

55、say new technology has helped them promote greater gender equality.32%of workers say that care and support for sick or elerly adults is in place at their organization.The data was also clear that new technology integrations are helping organizations be more flexible,thereby promoting gender equality

56、 and the inclusion of diverse talent.For instance,65%of respondents said that technology has allowed greater flexibility,62%said qualified IT candidates are becoming more diverse and 52%said that AI-based tools are aiding with the recruitment of the best candidates regardless of gender.0203 Closing

57、Persistent Gaps0401World of Work Outlook for Women in 2024|13Small regional differences are in play regarding the impact of advancing technology on gender equality.The APAC region feels the most optimistic about the promise of technology(68%),which could be because their tools are slightly more soph

58、isticated.At 57%,the EMEA region is least optimistic.There are variations across industries,as well,with 57%of those in Healthcare and Life Sciences reporting that technology integrations promote gender equality,and 67%of those in both IT and Energy and Utilities reporting the same.Even though small

59、er businesses often adopt new workplace technologies at a slower pace than their larger counterparts,a majority(57%of micro-sized businesses and 56%of small businesses)agreed that gender equality is being helped by advancing technology compared with 62%of enterprises.Employer Optimism by Region:Tech

60、nologys Potential to Advance Gender Equity 63%North,Central and South America57%Europe,the Middle East and Africa 68%Asia-Pacific0203 Closing Persistent Gaps0401World of Work Outlook for Women in 2024|14The Mom ProjectThe Mom Project is a network of over 1.5 million diverse professionals that includ

61、es moms,caregivers and individuals from underrepresented backgrounds.Its mission is to build a better workplace for women,families and the businesses they support.This digital talent marketplace and community provides resources and tools to support every step of the career journey,including events,b

62、logs,resume builders,newsletters and childcare credit to use before,during or after an interview.Talent Solutions TAPFIN,ManpowerGroups managed service provider,partnered with The Mom Project to connect the group with curated communities of pre-vetted gender and ethnically diverse talent.Using bias-

63、free matching and data-driven recruitment insights,The Mom Project and TAPFIN teams are helping employers create more inclusive workplaces and generating an estimated$1.5 million in economic impact.The team has also recently launched LeaveWell,an extended leave program that allows both the employer

64、and company to feel at ease when an employee goes out on parental,medical,caregiver or any other type of extended leave.generating$1.5 million in economic impact0203 Closing Persistent Gaps0401World of Work Outlook for Women in 2024|15The Most Valuable Players of the 21st Century WorkforceDespite th

65、e currently uncertain global economy,75%of employers say they are still struggling to find the skilled talent they need.With the baby boomer generation retiring in earnest,attracting and retaining a diverse workforce will shift from a unique initiative to a business imperative.Women will play an inc

66、reasingly important role in the future of work and employers who can fully leverage their talent are positioned to gain a compounding competitive advantage.Support your DEIB function adequately.DEIB goals should be embedded into your organizations operations versus executed in a tactical,piecemeal w

67、ay.In general,DEIB initiatives cant succeed when the central function is not well-resourced and lacks clear key performance indicators or when individual teams arent provided the appropriate tools,resources and training to build DEIB competencies.Empower womens allyship.According to ManpowerGroups P

68、resident and Chief Commercial Officer Becky Frankiewicz,women need to see the path of those who have reached success via internal resource groups led by executive-level women.“These groups can be accountable to one another,support each other and keep communications open,”she said.Ideally,young women

69、 should be recruited to participate in these groups to help guide them from the start of their careers long before they start falling behind in promotions and compensation.Key Opportunities for Employers to Engage Women020304 Key Opportunities for Employers to Engage Women01World of Work Outlook for

70、 Women in 2024|16Leverage an internal talent marketplace.A talent marketplace is an online,AI-driven system that matches the skills,experiences and aspirations of its current employees to available full-time roles,part-time projects and mentors.Its a key element in facilitating internal mobility and

71、 providing your employees with opportunities to grow professionally,take on new challenges and continue to add value to the organization.The implementation of a talent marketplace is also a sound strategy for combatting talent and skills shortages and reducing the risk of untested new hires.Focus on

72、 upskilling and reskilling.Upskilling is the process of training an employee in skills related to the job theyre currently doing,while reskilling involves training an employee for a new role.An AI-based learning and development platform can suggest a mix of virtual and in-person courses appropriate

73、for individual employees and alert leaders to real-time skill requirements across the company.Since new technologies are arriving in the workplace every year,an internal technology training academy can ensure that all employees especially women have the time and resources to upskill as appropriate.N

74、either an AI-based system nor an academy should replace the learning and development leader.Instead,this role should now prioritize content stewardship and provide offerings that are relevant to specific roles,up-to-date,accurate and supportive of organizational objectives.Keep your flexible benefit

75、s.At a time when more organizations are emphasizing return-to-office(RTO)and reducing benefits geared toward caregiving and mental health support,leaders must remember that rigid work structures and schedules often negatively impact women,especially women of color.When creating new policies and sele

76、cting benefits,be sure to survey,or otherwise involve employees in the discussion to determine the offerings that work best for them.020304 Key Opportunities for Employers to Engage Women01About ManpowerGroupManpowerGroup(NYSE:MAN),the leading global workforce solutions company,helps organizations t

77、ransform in a fast-changing world of work by sourcing,assessing,developing,and managing the talent that enables them to win.We develop innovative solutions for hundreds of thousands of organizations every year,providing them with skilled talent while finding meaningful,sustainable employment for mil

78、lions of people across a wide range of industries and skills.Our expert family of brands Manpower,Experis and Talent Solutions creates substantially more value for candidates and clients across more than 70 countries and territories and has done so for more than 75 years.We are recognized consistent

79、ly for our diversity as a best place to work for Women,Inclusion,Equality,and Disability,and in 2024 ManpowerGroup was named one of the Worlds Most Ethical Companies for the 15th time all confirming our position as the brand of choice for in-demand talent.For more information,visit ,or follow us on

80、LinkedIn,X(formerly Twitter),Facebook,and Instagram.About the ManpowerGroup Employment Outlook SurveyThe ManpowerGroup Employment Outlook Survey is the most comprehensive,forward-looking employment survey of its kind,used globally as a key economic indicator.The Net Employment Outlook is derived by

81、taking the percentage of employers anticipating an increase in hiring activity and subtracting from this the percentage of employers expecting a decrease in hiring activity.Survey responses from 40,385 respondents in 42 countries were collected digitally from January 2-31,2024.The size of the organi

82、zation and sector are standardized across all countries and territories to allow international comparisons.Global Workforce SolutionsGlobal Insights White PaperStay ConnectedStrategic Workforce PlanningWorkforce Consulting and AnalyticsWorkforce ManagementCareer TransitionTop Talent AttractionCareer ManagementTalent ResourcingWorld of Work Outlook for Women in 2024|17