There has never been more demand for working abroad (especially among millennial women) and nearly 90% of organizations plan to increase their number of internationally mobile employees in the next two years, according to PwC. Why then are women considered less often for foreign assignment opportunities?
Per PwC, the top three barriers are:
1) Companies have no clear view of which employees (both female and male) are willing to go on assignment.
2) There is a lack of female role models where global mobility experiences have supported their careers.
3) There is an assumption that women with children do not want to take an international assignment.
Any idea what percent of your global mobility workforce is female? Do you have an understanding of why? Do you anticipate this ratio to change in the future, and, if so, what impact do you envision this having on the needs of your program?
Women make up just 4.4 percent of S&P 500 chief executive officers and hold about 20 percent of board seats, even though they now represent almost half of college graduates and entry-level employees at large firms. Six in 10 of the companies surveyed said international assignments are critical to potential managers gaining experience, connecting with more senior role models and getting promoted, according to the survey.Only about 20 percent of the companies said they align diversity goals with programs to help executives move around the world, Clarke said.“CEOs are worried about the talent pipeline,” he said. “But right in front of them is this tremendous growth experience of global mobility that can transform the career of women, particularly early on. It’s so underutilized.”