Empowering Female Representation in the World of Work

The importance of female representation has skyrocketed in importance, but there is still much progress to be made for women and their journey to leadership in business and mobility.

In the world of work and beyond, the importance of female representation has skyrocketed in importance. Over the past decade especially, companies have begun addressing barriers to opportunity while ensuring more people from different backgrounds have a seat at the decision-making table. Yet, there is still much progress to be made for women and their journey to leadership in business and mobility.

Lingering Barriers for Women in the Workplace and Hiring

While more efforts have taken place to ensure that women achieve equitable representation in the corporate talent pipeline, progress since 2015 has been slow. Research shows that for every 100 men promoted to manager, only 85 women were also promoted. Disparities continue when broken down by race, as only 58 Black women and 71 Latinas were promoted. COVID-19 has only exacerbated difficulty for women, 3 million of whom were driven out of the U.S. workforce over the past year alone.

Women also face barriers in hiring according to new research by Dublin City University (DCU), New York University Abu Dhabi (NYUAD) and Yale University. Their survey of 600 HR managers and professionals in Ireland and the U.S. found that HR professionals would condone third-party bias against women when hiring in the interest of “cultural fit,” or taking into consideration the preferences of the CEO or potential co-workers.

Young Professionals Remain Focused on Diversity in Their Job Searches

Despite these challenges, women remain focused on building their careers in workplaces where women’s leadership is explicitly valued. According to new research from Handshake, women are almost twice as likely as men to say that seeing women in leadership roles makes them more likely to apply for a job. For young professionals in particular, or those in the “Gen Z” category, diversity is top of mind when looking for jobs. In fact, over half (53%) agree or strongly agree that they would not apply for a job or internship if the company lacks diversity.

Increasing Opportunity for Women in Mobility

For the mobility industry, minority participation in expatriate assignments is another arena where representation for women and overall diversity, equity, and inclusion (DE&I) strategies are leading the way. Supporting minority candidates throughout the entire assignment lifecycle is key, and that includes strategies like actively targeting women and minorities in hiring; ensuring that candidates are not tokenized; and supporting candidates with coaching and mentorship.

Learn More and Continue the Conversation at the Virtual Spring Conference

How else can the mobility industry lead in the conversations around DE&I, minority representation, and empowering female leadership? Join mobility industry peers at this year’s three-day virtual Spring Conference, where we’ll discuss current issues affecting the relocation industry, focusing on U.S. domestic issues including remote work, compliance, diversity and inclusion and much more.

For instance, the “Host Country Nationals as Hosts: Empowering Female and Minority Expatriates” interactive session will discuss the critical role of host country nationals (HCNs) in the success of female and minority expatriates, while “Perspectives from Women Leaders in Global Mobility” will feature a talented group of female leaders sharing their experiences in the global mobility field. Register now and join us!

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