Study - Gender diversity in companies: what do Millenials think?

In April 2022, Talentis conducted a study with 150 people between 20 and 35 years old to find out their vision of mixed F/H in companies. Here are the results of this survey.

Age and gender of respondents

Share of assets among respondents

What importance do you give to gender diversity in business?

Remarks:

We note that the Responses of men and women are equivalent With a average rating of 7/10.

One Difference should be noted in the standard deviations with 1.3 for Men and 2.04 for Women with a high percentage of female respondents (18%) who gave 10 stars.

Are there differences in the treatment of careers for women and men in companies?

Remarks:

Strong perception gap Between Men and Women

High percentage of “NSP” among men because 29% of 20-25-year-olds answered “NSP” (Do not comment)
To note a Difference among women => 75% YES for 31-35 and 92% YES for 20-25

Was the F/M diversity of the teams a criterion in choosing your current company?

Remarks:

Equivalent answers For men and women

At the Women between 20 and 25, the Percentage of YES is higher (38.5%) only in the overall results.

Is gender diversity in business for you a subject that motivates you to stay in your company or to leave?

Why do you think there are so few women in positions of responsibility? Multiple choice questionnaire

Remarks:

Among the respondents' comments, many emphasize the fact that the “patriarchal” society And the lack of awareness from an early age Are Obstacles to diversity

Have you ever witnessed sexist behavior, discriminatory remarks towards women in the professional world?

Focus on 26-35 years old because too many NSP in men aged 25 to 25 would distort the results a bit.

Do you think more F/H diversity within teams makes it possible? Multiple choice questionnaire

Advice from women so that things can finally change! Verbatims

Education and awareness-raising for women from an early age:

“Educating girls and women. Abolish taboos. Stop job segregations. Valuing different profiles. Cultivate and standardize these topics.”
“Do not think about diversity in terms of the number of individuals, but rethink our social model from the first years of children and at school: value all activities and behaviors, regardless of gender.”

Implementation of HR practices to reconcile work and personal life

“Encourage a better balance between professional and personal life for all so that all H or F employees can be fulfilled in their work and in their personal lives. In my opinion, this change in the mentality of all would make it possible to promote the recognition of all their talents! ”

Awareness-raising and training for managers

“Changing the perspective of managers and business leaders so that the automatic approach of considering a woman to have a position of responsibility is achieved.”

“Educate future managers not to do each other so as not to reproduce patterns of domination in companies.”

Advice from men so that things can finally change! Verbatims

More women role models

“Giving more visibility to women with inspiring careers”
“Continue to value women who occupy roles that were historically “reserved” for men, whether they are physical jobs/responsible jobs/senior positions/etc., so that children or young women can also project themselves into these jobs.”

Implementation of HR practices that promote F/H diversity

“Finally having equal pay for the same work, which will be much more motivating for women to project themselves. Aim for diversity from the start of business life. To make everyone rise to positions of responsibility with equity and not to leave time to establish a DNA, a corporate culture that is too masculine, not very inclusive and discriminatory.”

Some “diehards”... (18% of men “do not speak out”)

“Do not seek diversity at all costs. It depends on the types of jobs.”
“Don't force things”...
“There is nothing to change. It would be a good start to stop crying. We live in a world of a bit of shit, right? ”

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