Future talent strategies: gender diversity

Professional woman taking phone call on her mobile phone outside of meeting

As global talent shortages grow more acute, accessing new talent pools is a key priority for employers. Women who have taken a break from their careers represent a valuable source of highly skilled and experienced professionals.

Businesses are investing in their people, but neglecting to address the challenges women face when they rejoin the workforce. Our latest research explores the strategies that employers can use to support women returning to work.

The question is no longer why are women exiting the workforce, but rather, what can employers do to attract talented women to return and retain them in their business when they do. 

To find out more and access the research in full please download the PDF here

About the research

This research, based on a survey of almost 500 women working in professional disciplines, explores the effectiveness of current strategies to empower and advance women in the workplace, looking at areas such as flexible working, mentoring, leadership and even asking women what constitutes a successful career.

Key information

  • 77% of those surveyed believe women are underrepresented in business leadership
  • Eight in ten women rank flexible work options for parents as important - but only half of employers offer this
  • 44% of women surveyed would change jobs to find an employer with a better maternity policy
  • 53% of women who took a break from their career felt they were disadvantaged when they returned
Three professionals looking for hiring advice on an iPad to hire a new team member

Hiring advice


Salary Survey 

curved modern building interior