Recent survey mentioned that demand for international mobility is high among women. Over 65% women respondents mentioned that employers are offering most attractive mobility opportunities to them. The survey findings were among the report ‘Modern mobility: Moving women with purpose’, the survey was conducted among 3,937 professionals from 40 countries to find out about their international mobility experiences and aspirations. The survey was conducted to know about current mobility, talent management and diversity trends. The report mentioned that the despite an unprecedented demand for mobility this demand is not yet reflected in reality. Over 60 percent global mobility executives mentioned that their female employees were underrepresented in their mobility populations.
The survey found that over 65 percent of MNCs are using mobility to develop their future leaders and only 23 percent are increasing their levels of female mobility. Very less percentage of global mobility leaders said their mobility and diversity strategies are aligned. The report also stated that the organizations should prepare an agenda to progress their career in internal and external opportunities. Global mobility, diversity and talent management strategies must be connected to support the international business.
Here in India, female millennial are more career ambitious and more career confident – and are entering the workforce in higher numbers than their previous generations. Besides women with children don’t want to work abroad or don’t want to move as it will keep partner’s career in risk. Over 42 percent respondents mentioned that they are interested to accept international assignments and 77 per cent of women in dual-career couples earn equal to or more than their partner. Chairman, PwC India said: “As today’s increasingly globalised economy brings more countries into the talent exchange, we need to develop a more gender-inclusive mobility program. The fast-changing business landscape demands a rethink of what kind of talent you need across the world, and how you can source, deploy, manage and motivate that talent more effectively. More resourceful engagement of female talent must form part of this rethink.”