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What Women Want: The Top 10 Workplace Priorities For Female Employees Worldwide In 2025
- WorkNourish.com
- Apr 14
- 5 min read
Across industries and continents, women are laying out a clear blueprint for the future of work: flexibility, fairness, visibility, support, and inclusion. And they’re not just asking for change—they’re creating it.
As the future of work continues to evolve, so do the expectations of women in the workplace. From São Paulo to Singapore, from London to Lagos, women are calling for more than just fair pay—they’re asking for flexibility, equity, respect, and real opportunity.
Based on research studies conducted globally over the past two years, including insights from Deloitte, McKinsey, Harvard, and others, this article explores the top 10 things women want from their employers in 2025. Supplemented with expert commentary, case studies, and voices from the C-suite, this global feature unpacks the trends reshaping the workplace for women—and everyone else.
1. Work-Life Balance and Flexibility
Achieving harmony between professional and personal responsibilities remains a top priority. In a 2024 Deloitte survey, over 50% of women with children reported being the primary caregiver—highlighting why flexibility is no longer a perk but a requirement.
Expert Insight:
"Work-life integration is now a baseline expectation, not a luxury," says Dr. Ellen Ernst Kossek of Purdue University. "Women want jobs that acknowledge caregiving roles without penalty."
Leader Commentary:
Sundar Pichai, CEO of Alphabet: "Hybrid work is not just about location—it’s about trust. And trust is key to keeping top female talent."
Global Trend:
European countries are enforcing “right to disconnect” laws, while Southeast Asia and Latin America are seeing rising demand for adjustable hours due to multi-generational care duties.
2. Equal Pay and Transparent Compensation
Despite decades of effort, the gender pay gap remains. A 2024 survey by The Muse showed that 82% of women rank pay equity as their #1 workplace priority.
Expert Insight:
"Transparency closes pay gaps more effectively than regulation alone," says Harvard’s Dr. Iris Bohnet. "When women understand how pay is set, they’re more likely to advocate for themselves."
Leader Commentary:
Mary Barra, CEO of General Motors: "At GM, we’ve tied compensation transparency directly to DEI goals. If women don’t see equity, they won’t stay. It’s that simple."
Global Trend:
Iceland’s pay audit legislation has become a model for Canada and the EU, influencing multinational compensation strategies.
3. Career Advancement and Sponsorship
A growing number of women are seeking defined paths to leadership. According to McKinsey's 2024 "Women in the Workplace" report, 80% of women want to be promoted—yet face persistent barriers at the first step into management.
Expert Insight:
"The ‘broken rung’ is the biggest obstacle to gender parity," says McKinsey’s Lareina Yee. "We must ensure women aren’t overlooked for that critical first promotion."
Leader Commentary:
Emma Walmsley, CEO of GSK: "Too often, high-potential women aren’t promoted because they’re not seen. Sponsors need to speak their names in rooms they’re not in."
Global Trend:
"Second-career" returnships and female-focused leadership tracks are gaining traction in India, Kenya, and Brazil.
4. Family-Friendly Policies
Parental leave, child care support, and flexible return-to-work programs are essential to retaining female talent.
Expert Insight:
"The future of work must align with the future of families," says Anne-Marie Slaughter, CEO of New America. "Women aren’t opting out of ambition—they’re opting out of inflexible systems."
Leader Commentary:
Jessica Tan, Co-CEO of Ping An Group (China): "We introduced family leave and childcare subsidies because our innovation depends on retaining smart, committed women."
Global Trend:
Nordic countries lead the way in shared parental leave. In the UAE, companies are now offering on-site daycare as a competitive advantage.
5. Mental Health and Stress Management
Women continue to face high levels of burnout and emotional labor. The 2024 Deloitte report found 67% of women uncomfortable discussing mental health at work.
Expert Insight:
"Women’s burnout isn’t just about workload—it’s about emotional labor and invisibility," says Dr. Laurie Santos of Yale. "Workplaces need to treat mental well-being as a strategic function."
Leader Commentary:
Arianna Huffington, Founder of Thrive Global: "Burnout hits women harder. If companies don’t address it systemically, they’re setting women up to fail."
Global Trend:
Companies like Google and SAP offer in-app therapy access and mental health stipends. In Australia, "mental health leave" is being normalized.
6. Respectful and Inclusive Culture
Only 39% of women surveyed globally say they feel fully included in their organization. That lack of belonging is driving resignations.
Expert Insight:
"Microaggressions drive women out more than lack of promotions," says Stefanie Johnson, author of Inclusify. "Respect must be embedded into daily interactions, not just mission statements."
Leader Commentary:
Julie Sweet, CEO of Accenture: "Culture is built in the small moments—who speaks, who listens, who gets credit. Inclusion is a daily discipline."
Global Trend:
DEI scorecards are gaining legal backing in countries like South Africa and the UK, with real performance metrics for workplace respect.
7. Development and Learning Opportunities
Continuous learning has become a necessity in a fast-changing workplace—and women want access to the same stretch opportunities as men.
Expert Insight:
"Skill growth is the new currency. Women need stretch roles and learning tools to close the confidence gap," says Dr. Herminia Ibarra of London Business School.
Leader Commentary:
Leena Nair, Global CEO of Chanel: "We’re removing bias in nominations for development programs. Women need—and deserve—access to elite learning."
Global Trend:
Tech hubs in Southeast Asia and East Africa are investing in female digital reskilling programs for women returning from career breaks.
8. Recognition and Reward
Feeling seen and appreciated is a major predictor of engagement—yet many women report that their contributions go unnoticed, especially in remote roles.
Expert Insight:
"Recognition fuels retention," says HR thought leader Josh Bersin. "Women often take on relational work that’s vital but invisible. New tools can help make that visible."
Leader Commentary:
Sheryl Sandberg, Founder of Lean In: "Invisible work—emotional labor, team culture, mentorship—is often done by women. If we don’t recognize it, we undervalue our most essential contributors."
9. Job Stability and Security
In a post-pandemic world, stability often outranks salary in importance—especially for working mothers and single-income households.
Expert Insight:
"Many women now prioritize stability over perks," says Dr. Joan Williams of WorkLife Law. "Especially women of color and single moms who can’t afford uncertainty."
Leader Commentary:
Kristalina Georgieva, Managing Director of the IMF: "Women will not invest in their careers if they don’t feel safe in their jobs. Economic empowerment starts with stability."
Global Trend:
Latin American and EU governments are introducing retention subsidies for businesses that protect female employment during downturns.
10. Results and Evidence
Women are no longer satisfied with performative DEI. They want proof—metrics, results, representation.
Expert Insight:
"Performative DEI is dead. Women want receipts," says Minda Harts, author of The Memo. "Show us the numbers. Show us who’s at the table."
Leader Commentary:
Pat Gelsinger, CEO of Intel: "Diversity isn’t a numbers game. It’s about building systems where women can do the best work of their lives."
Global Trend:
Gender representation quotas are becoming mandatory in corporate boards across parts of Europe and the MENA region. U.S. firms are linking DEI performance to executive compensation.
Conclusion: The Future Is Female... If We Listen
Across industries and continents, women are laying out a clear blueprint for the future of work: flexibility, fairness, visibility, support, and inclusion. And they’re not just asking for change—they’re creating it.
As former IBM CEO Ginni Rometty put it: "When we build workplaces for women to succeed, everyone benefits."
Organizations that rise to meet these expectations will attract, retain, and elevate the very talent they need to lead in this decade—and beyond.
