2016年-普华永道全球_PwC_Women_of_the_world_12页_1mb

Summary: Women of the World – Aligning Gender Diversity and International Mobility in Financial Services

Core Content

This report explores the relationship between gender diversity and international mobility in the financial services (FS) industry, highlighting the importance of creating inclusive opportunities for women to access global assignments. It is based on survey data from nearly 4,000 participants across over 40 countries, including 628 FS professionals (384 women and 244 men) and 134 mobility executives.

Main Findings

• International mobility is a key career driver for women in FS: 88% of women believe that gaining international experience is critical to their career advancement.
• Women are not less interested in mobility than men: 66% of women would be happy to work abroad at any stage of their career, compared to 60% of men.
• Mobility can be a marker for inclusive talent management: 73% of women in FS believe that men and women have equal opportunities for international assignments, a significant increase from previous years.
• Women are more likely to seek flexible mobility options: Short-term and fly-in/fly-out assignments are more popular with women than with men.
• Repatriation concerns are a major barrier: 47% of women are worried about what their return role will be after an international assignment.
• Lack of transparency and role models hinders inclusion: 73% of women want more transparency about who is assigned and why, and 40% believe the lack of female role models is a key reason for underrepresentation in mobility.
• Mobility strategies and diversity initiatives are not aligned: Only 22% of mobility executives believe their mobility and diversity strategies are aligned, despite the potential for mobility to enhance diversity.

Key Recommendations

1. Promote mobility as part of the talent brand: Highlight international experience as a core component of career development to attract and retain female talent.
2. Challenge biases and stereotypes: Implement objective and fair selection processes to ensure mobility opportunities are accessible to all.
3. Break down silos: Integrate international mobility and diversity initiatives into a unified strategy with clear objectives and performance metrics.
4. Broaden mobility options: Offer more flexible and varied international assignment formats to meet the diverse needs of employees, especially women.

Case Study: ANZ Generalist Bankers Programme

• Objective: To develop future leaders with international experience and a broad understanding of the Asia Pacific region.
• Structure: A 15-year programme that places high-potential staff in permanent roles across 34 markets, with rotations every two to three years.
• Inclusivity: The programme uses a rigorous, objective selection process to identify and support high-potential female leaders.
• Impact: 48% of Generalist Bankers in international assignments are women, indicating progress in gender diversity and leadership development.

Questions for Your Organisation

• Do you actively promote equal access to international mobility?
• Are you ensuring that talented female employees are not overlooked for mobility opportunities compared to their male peers?
• Do you promote role models for whom international experience has been part of their career success?
• Is there a process in place to identify and assign the most suitable employees for international placements?
• How do you identify and overcome stereotypes, unconscious biases, and other barriers to female mobility?
• How will you support a good family life while enabling international mobility?

Conclusion

International mobility is a powerful tool for developing talent and enhancing diversity in the FS industry. However, the current underrepresentation of women in mobility roles suggests that there is a need for greater alignment between diversity initiatives and mobility strategies. By promoting transparency, challenging biases, integrating mobility and diversity, and offering flexible options, FS firms can create a more inclusive environment that supports the career aspirations of all employees.