1. From Gen Y Women to Employers: What They Want in the Workplace and Why It Matters for Business Research On Career Choices, Challenges And Opportunities Copyright © 2011

2. Young Careerist | Business and Professional Women’s Foundation | © 20112 BPW Foundation’s Report From Gen Y Women to Employers: What They Want and Why it Matters for Business explores young working women’s perspectives and experiences. The report is based on an online survey of 662 Gen Y (born 1978- 1994) women from across the United States conducted in May 2011. Four thematic areas are explored in the report: workplace values, work-life balance, gender in the workplace and intergenerational workplace dynamics. 2Young Careerist | Business and Professional Women’s Foundation | © 2011

3. 3 Gen Y women hold disparate career values. Career values varied by occupation, employer type and presence of children. Overall, the top five reported values were: 1.Achievement: satisfaction acquired through accomplishment of goals within the organization (50%) 2.Growth: satisfaction achieved through personal and/or organization growth (48%) 3.Altruism: satisfaction achieved by helping others and society (43%) 4.Creativity: satisfaction achieved by the development of innovative ideas, programs, publications, etc. (41%) 5.Compensation: satisfaction achieved through financial gain (39%) 3Young Careerist | Business and Professional Women’s Foundation | © 2011

4. 4 New challenges and increased pay motivate Gen Y women most. Overall, the top five motivating factors reported were: new challenges (65%) increased pay (60%) increased responsibility (47%) a simple “thank you” (46%) promotion (42%). 4Young Careerist | Business and Professional Women’s Foundation | © 2011

5. 5 Understanding goals and expectations along with open communication channels enable Gen Y women to do their best at work. 5Young Careerist | Business and Professional Women’s Foundation | © 2011

6. 6 Family is more important to Gen Y women than work. For 74% of Gen Y women, family is very important. Work is important to 62% of Gen Y women. Hobbies were also rated important by 50% of Gen Y women. The importance placed on work did not differ between women with and without children. 6Young Careerist | Business and Professional Women’s Foundation | © 2011

7. 7 Gen Y women equally value work-life balance but understand it in different ways. Work-life balance is very important or important for 96%! of Gen Y women. More than 50% of Gen Y women defined work-life balance as integrating work and life, 25% as clearly demarcated lines between work and life, and 18% as matching today’s workplace with today’s workforce. 7Young Careerist | Business and Professional Women’s Foundation | © 2011

8. 8 Gen Y women say gender discrimination is still a problem in today’s workplace. More than 75% of Gen Y women report gender discrimination as a moderate or severe problem in today’s workplace. Only 3% indicated that gender discrimination is not a problem. Almost 50% of Gen Y women have observed or experienced gender discrimination in the workplace. 8 Young Careerist | Business and Professional Women’s Foundation | © 2011

9. 9 Gen Y women reported both explicit and hidden forms of gender discrimination in the workplace. 9 Young Careerist | Business and Professional Women’s Foundation | © 2011

10. 10 Generational diversity is important to the majority of Gen Y women. Almost two-thirds (64%) report generational diversity as either very important or important. Gen Y women perceive sharing of professional experiences (80%) and different perspectives (75%) as the primary advantages of a multi-generational workplace. Opportunities for mentoring/coaching (63%) was cited by Gen Y women as a primary benefit of a multi-generational workplace. 10Young Careerist | Business and Professional Women’s Foundation | © 2011

11. 11 More than 50% of Gen Y women believe that generational conflict is a moderate or severe problem in today’s workplace. 11Young Careerist | Business and Professional Women’s Foundation | © 2011

12. 12 Gen Y women encounter more age bias than generational conflict. The types of conflict Gen Y women reported reflected clashes with colleagues’ perceptions of age, such as: –“Too young” bias, being perceived as incompetent and inexperience because of age –Name calling such as “kid” and “girl” –Inequality of opportunities, being passed over because of age –Inequality of workload, being given heavier workloads because of age and lack of “family responsibilities” 12Young Careerist | Business and Professional Women’s Foundation | © 2011

13. 13 Key Employer Implications Addressing Gen Y women’s workplace challenges is a business imperative. Identifying Gen Y women’s workplace challenges and opportunities requires examining dimensions of social difference. Meeting Gen Y women’s demand for work-life balance requires more than a programmatic response. Enabling Gen Y women to do their work requires identifying and addressing how gender and age shape their workplace experiences. 13Young Careerist | Business and Professional Women’s Foundation | © 2011

14. 14 Key Employer Applications Check your assumptions. Address the sources not just the symptoms. Measure your success. Study others 14Young Careerist | Business and Professional Women’s Foundation | © 2011

15. Business and Professional Women’s Foundation 1718 M Street, NW, #148 Washington, DC 20036 www.BPWFoundation.org 15