The International Consortium for Executive Development Research (ICEDR) identifies five key themes that emerging women leaders value which companies should focus on to attract, advance, and retain aspiring women leaders.
Maggie Georgieva is a deeply talented product manager at HubSpot, a high growth inbound marketing firm headquartered in Cambridge, Massachusetts. Georgieva joined HubSpot out of university and months later set the Guinness Record for the world’s largest marketing webinar. Georgieva is a voracious learner and she strives to learn something new every day. Her eyes light up when she talks about how much she’s learning at HubSpot. “Learning is the most important thing for me. Women in my age group want to be constantly challenged,” she explains.
With millennials projected to account for 75% of the workforce by 20251 and women accounting for approximately 50% of that total,2 executives are increasingly focused on cracking the code of how to attract, advance, and retain early career women like Georgieva. Furthermore, reports3 show that many people have four jobs by the age of 32 and recently published data4 highlights that women job hop more than men.
Thus, it comes as no surprise that our research and conversations with executives reveal that leaders are grappling with how to best retain women 5-10 years out of university. When we asked executives in the ICEDR consortium at 40 leading companies around the globe “What is one of your most pressing talent challenges?”, the leaders were aligned in their response: Retaining women around the age of thirty.
What do early career women want from their employers? What factors would make them stay? Our global study5 identified five themes, which represent what aspiring women leaders want from their companies: “Know Me,” “Challenge Me,” “Connect Me,” “Inspire Me,” and “Unleash Me.” (see figure 1 below)