Career progression key to retaining talent

Organisations are using innovative programmes to attract key female talent. For example, returnship programmes are proving to be a successful bridge for talented professionals to return to work after an extended career break. Over a quarter (28%) of employers have already adopted a formal returner programme, and a further 25% are currently exploring this opportunity, suggesting employers are recognising the potential of these programmes, says a report titled Winning the Fight for Female Talent: How to Gain the Diversity Edge Through Inclusive Recruitment by PwC that looks at what employers can do to attract and retain female talent.

“Having a diverse and inclusive workforce is no longer just a talent imperative but a business one as well. Today, organisations are revisiting their policies and processes to make sure they are more aligned with the changing needs of the modern workforce, with increased focus on women. At PwC, we offer unique programmes to take care of the special needs of women employees in different phases of their lives and their advancement as leaders,” says Satyavati Berera, chief operating officer, PwC India.

“We are aware that this is an important aspect from a talent brand standpoint, especially for young recruits. Therefore, to position ourselves as an employer of choice, we showcase the success stories of our women employees and aim to hire, inspire and develop women leaders of the future,” she says.

PwC surveyed 4,792 professionals (3,934 women, 845 men) with recent experience of the jobs market from 70 countries and from different organisations to find out about their career aspirations and employer diversity experiences and expectations. In parallel, PwC surveyed 328 executives with responsibility for diversity or recruitment strategies in their respective organisations to explore current diversity trends and practices within employer attraction and selection activities.

Female and male respondents ranked opportunities for career progression among the top three employer traits, along with competitive wages and flexible work arrangements.

Female career starters and female millennials identified this as the most attractive employer trait. Women who had recently changed employers said a lack of opportunities for career progression was the top reason they left their former employer (35%).

“When you look at what drives job satisfaction, people clearly seek opportunities for career progression. Putting in place formal career progression plans is one way of making sure employees remain motivated and committed to the organisation,” says Bob Moritz, global chairman of PwC.