The key here is inclusivity. Providing multiple options to meet those needs will make a huge difference in terms of talent attraction and retention.
We at Workable and Bryq have the data to help you build your talent attraction package so you can attract – and keep – those star employees. Let’s dive in!
Want to see all the data in one place? Jump to the full infographic below or download it for your own files.
Remote work by gender
Employees who work remotely in their current role:
- 51% men
- 54% women
- 52% overall
Employees who want to work remotely in their next role:
- 65% men
- 75% women
- 69% overall
Nearly 70% of candidates are looking for remote roles, while female candidates are 15% more likely than male candidates to be looking for remote work.
What’s most important by gender
Breakdown of what workers most often cited as what’s most important to them in their next role:
|35% of men
||Better Advancement Opportunities
||30% of women
|24% of men
||27% of women
|16% of men
||Better Work-Life Balance
||21% of women
|12% of men
||More Meaningful Work
||10% of women
|8% of men
||Better Company Culture
||7% of women
Both men and women prioritized the same things when looking for their next role but at different rates. Men looked for better advancement opportunities 16% more often than women and looked for more meaningful work 20% more often than women.
Women, however, looked for a higher salary 12% more often than men and looked for better work-life integration 30% more often than men.
What would lure someone from their present job to a new one:
62.2% of US respondents and 70.1% 0f UK respondents cite compensation as a top factor in deciding to move to a new company.
Support your employees’ home lives as well as their work lives
Females in the US are more than twice as likely as males to cite family priorities as the reason why they’re not working, with a difference of 39.4% vs. 19.3%.
In the UK, the difference is much more pronounced, with 41.7% of UK women and 6.7% of UK men citing family priorities as the reason why they’re not working.
Lack of advancement opportunities for minority workers
The percentage of each group in terms of how likely they’d leave their current job for another one with better advanced opportunities:
- 27% American Indian- Alaskan Native
- 31% Asian
- 43% African-American
- 34% Hispanic/Latino
- 27% Native Hawaiian/Pacific Islander
- 25% Caucasian
Black workers are 70% more likely than white workers to leave their jobs for better advancement opportunities. In fact, white
workers were the least likely of all ethnicity groups to leave their roles for better advancement opportunities.
Workers with disabilities want remote work
Of the population of workers with a disability in the workforce, over 60% of them were already working from home. Going into 2022, a staggering 76% of workers with disabilities are looking to work remotely in their next role.
Younger workers are the future of our workforce
More than two out of five (42.8%) of those aged 21-29 say they’re actively looking for a new job, compared with just one quarter (24.7%) of those aged 50-59.
We live in a diverse society. A one-size-fits-all strategy can only get you so far. With flexibility in your benefits package and working environment, you’re providing an environment in which your employees can thrive.
Workable is where the world hires. Find and hire the right person for every job. See how we’ve enabled over 20,000 companies to make over 1.3 million hires – sign up for a demo or 15-day free trial. And learn more about candidate attraction in our Great Discontent report.
Bryq is an award-winning talent intelligence solution that will transform the way you recruit and manage talent. Use Workable and Bryq together to eliminate bias within the hiring process, promote internal mobility through career pathing, and grow and cultivate your company culture. Download Bryq’s full hiring report here and book your free demo today.