15
So how to translate this into concrete advice? Here are
Male millennials
a few tips to help ensure companies aren’t alienating
female millennials as they attract, engage and retain:
Place more females in leadership positions
Female millennials sometimes don’t feel prepared or confident enough
19%
to apply for positions of responsibility. This is in large part due to a
perception that this aspired state is filled with their male counterparts.
It is difficult to relate when there are few female role models to aspire
43%
to emulate. Companies need to do two things. Enhance current
leadership diversity and develop millennial talent in preparation for
14%
future leadership roles. The former could be done by making it policy
that there are equal male and female applicants for a leadership
position. The latter could be done through investment in training for
top talent. This ultimately shows that the company believes in their
talent and young leader potential.
19%
5%
Ensure provision of well-rounded benefit packages
Generally millennials are attracted to employers who can offer more
than simply good pay, but this is the case even more so with females.
Companies should ensure that they offer a package deal where pay is
only one element and doesn’t have a dominant weighting. More so
Salary
than ever, emphasis on rapid career progression, learning and
Job Security
development should be taking centre stage.
Promotion
Provide more support during career breaks
Location
Work-life balance
This seems to be one key period where female millennials seem to fall
behind their male counterparts, given their need to generally take more
time off for childbirth and child care. Companies need to define
Female millennials
unobstructed pathways for progression for female millennials who are
approaching these circumstances, and make sure these are
communicated loud and clear. They should also make sure they
publicise a willingness to promote regardless of a candidate’s
childbearing status and provide solid maternity packages to ensure that
they do return.
20%
Provide female specific mentoring
27%
It’s clear female millennials face quite different challenges in the
workplace. As such the advice and support they receive from their
employer should be tailored and delivered in a certain way. Initiating
female specific mentoring could do the trick. Not only does this
immediately expose them to a female role model to whom they can
22%
12%
aspire, but also provides them with a safe haven to converse any
gender-specific issues. It is, however, a vicious cycle due to the lack of
women in senior positions already, but involvement of male mentors
would also demonstrate that endorsement of diversity and support for
27%
millennials comes from both sexes
Note: 21 male respondents, 51 female respondents.
© 2017 KPMG LLP, a UK limited liability partnership and a member firm of the KPMG network of
independent member firms affiliated with KPMG International Cooperative (“KPMG
International”), a Swiss entity. All rights reserved.
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