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An Infographic Storybook on Millennial Women
and Workforce Transformation

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chart/graphic
College and university enrollment among
young women has risen steadily over the
past decade. As more female graduates
enter the workforce, how can we help them
achieve long-term career success?
In January 2014, Bentley University released the Bentley
Preparedness Survey, conducted by KRC Research, to explore the
preparedness gap that millennials face in today’s workforce. A key
area covered in the survey is the perception of career preparedness
and advancement of women in the workplace compared to men.
Based on this research and third-party data, Bentley University
has uncovered core challenges, realities and perceptions that
millennial women encounter upon entering the workplace.This
report also identifies solutions for further advancing the role of
women in business.
Included are real-world insights from CEOs, public figures,
corporate recruiters and millennial women.
OVERVIEW

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of women hold
senior management
positions.1
The average woman working
full time in America makes
just 77 cents for every
dollar earned by a man.4
“...in 2014, that’s an
embarrassment.”
President Barack Obama, April 2014
Read more on Equal Pay Day and the President’s
Executive Orders to prevent workplace discrimination
The struggle for gender equality
in the workplace continues into
the 21st century.
26%
4.2%
of Fortune 500
companies were run
by female CEOs.2
In 2013 only
and
10%
of Fortune 500 companies
had zero women
on their board.3

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Over three-quarters of male business
decision-makers believe men are better suited
to succeed in the business climate today.
Perceptions
surrounding gender
in the workplace
illustrate a deep-
rooted bias.
Are these perceptions contributing to an “ambition gap”?
As documented in The Confidence Gap, by Katty Kay and Claire Shipman, research
shows that women underestimate their abilities and performance compared to
men, even when performance quality is the same.
Even female business decision-makers
doubt their own cohort: only 4 in 10 say
they are better suited.
Even among young women and men,
the gender bias persists within the next
generation. The majority of millennials
feel that men are better suited to
succeed in today’s business climate.
Men 75%
vs.
Women 62%
Read The Atlantic feature on The Confidence Gap

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Change is happening.
Workforce readiness
among women is high and
the wage gap is narrowing,
but very slowly.
More than 8 in 10
business leaders grade
women higher than men
on two competencies
important to success in
business: organization
and communication/
interpersonal skills.
59% of Americans, including 61%
of corporate recruiters and 51% of
business decision-makers, believe
that women are better prepared
for success in their first job.
1979 2011
82%
62%
Over 32 years, an increase of 20% is not enough.
As of 2011, women working full time still earn
just 82% of what men earn.5
earning parity

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Americans believe
that women are more
prepared for entry-
level positions due to
their skills, but when it
comes to who is better
prepared for their
entire career, men are
given the upper hand.
A perceptual disconnect
has emerged.
Among business decision-makers
and corporate recruiters, the
perception that men are better
prepared for long-term career
success is deeply entrenched.
“Men are seen as better prepared
for lifelong career success based
on general perception rather than
concrete evidence.”
Gloria Larson, President of Bentley University
CAREER PREPAREDNESS
Men 53%
Women 47%
Business Decision-Makers Corporate Recruiters
Top reasons cited for women’s
and men’s success in their first job
WOMEN
Work harder 18%
Better organization skills 14%
More prepared 12%
MEN
Experienced 12%
More men are hired 7%
Men are better 6%
39%
61%
46%
54%
women
men

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Closing the Gender Gap: Four Examples
The Preparedness Study identified four factors
that influence the perception of women’s success
in the workplace.
FOUNDER & CEO,
MARKETING ZEN GROUP
SUZANNE ROEDER
DAVID LUCEY JILL GUSTARTIS
SHAMA KABANI
RECRUITING DIRECTOR,
EPSILON
ASSISTANT VICE PRESIDENT,
STATE STREET
VP, HUMAN RESOURCES,
BAIN & COMPANY
PARENTAL ENCOURAGEMENT
1
LACK OF OPPORTUNITY
2
MENTORSHIP PROGRAMS
3
WORK-LIFE BALANCE
4

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of business decision-makers
believe this to be true.
53%
of millennial men
say they’ve been
encouraged to
go into business.
of millennial
women say they’ve
been encouraged
to go into business.
say women do not receive
enough encouragement to
enter the business world.
55%
62%
46%
PARENTAL
ENCOURAGEMENT
My parents always encouraged me to create
my own career. By being entrepreneurs
themselves, they embodied what it means to
make the most of every opportunity.”
SHAMA KABANI, on how her parents influenced her to
start her own business.
For more insight from Shama Kabani, read her Forbes article,
“How To Get More Women in Tech and Business”
Among those who say not
enough women are pursuing
degrees in business today...
SHAMA KABANI FOUNDER & CEO, MARKETING ZEN GROUP

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of men believe this to be true.
of women believe they do not
have as many opportunities
in business as men.
DAVID LUCEY RECRUITING DIRECTOR, EPSILON
Ask for what you want, because the
worst they can say is no. Go forward
with confidence and be upfront with
your career goals.”
DAVID LUCEY, on advice for millennial women
rising in the workplace
report an opportunity
gap between men
and women.
OPPORTUNITIES
Among millennials who
say not enough women are
pursuing degrees in business...
46%
47%
51%
45%
of millennial women
report an opportunity gap.
of millennial men report
an opportunity gap.
51%
39%
Among all respondents...

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say that women-specific
networking events
and women-specific
corporate mentorship
programs would better
prepare women to
succeed in business.
JILL GUSTARTIS ASSISTANT VICE PRESIDENT, STATE STREET
When you meet with a mentor who is or
has been in a place in their career that you
strive to be in, it’s a great reminder of what
you aspire to be and why.”
JILL GUSTARTIS, on inspiring young professionals
through mentorship
MENTORSHIP
of non-millennial women
Read more about why taking a broad view
of mentorship is important
50%
over

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WORK-LIFE BALANCE
SUZANNE ROEDER VP, HUMAN RESOURCES, BAIN & COMPANY
Companies must create the right environment
and platform for talent to succeed – regardless
of gender. This includes ‘hardware,’ such
as gender parity programs and incentives,
combined with ‘software,’ in the form of
committed leaders and managers who
promote opportunities for constant learning.”
SUZANNE ROEDER, on how companies can help advance
the role of women in the workplace
Respondents were asked whether they believe it
is getting easier or getting harder for women to
have a successful career and personal life.
of women say it’s getting easier to achieve
a successful career and personal life.
of men say it’s getting easier for women to
achieve a successful career and personal life.
59%
50%
of CORPORATE
RECRUITERS are
likely to say this.
of HIGHER EDUCATION
INFLUENTIALS are
likely to say this.
of respondents say family and other
constraints hold women back more
than they hold men back.
53%
67%
64%

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The goal of the PreparedU Project is to
identify and advance solutions that prepare
millennials for success not only in their first
job, but throughout their career.
There are five principal stakeholders who
have a role to play.
Parents
Policymakers
Higher Education Influencers
Business Leaders
Millennial Women

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Parents should encourage their daughters
to explore business careers given the
variety of leadership opportunities
they present. Business skills are highly
transferable and key to longterm
success in many fields.
SOLUTIONS
INFLUENTIAL MOTHER OF JILL GUSTARTIS, ASSISTANT VP, STATE STREET
SUE GUSTARTIS
ROLE OF PARENTS
“
SUE GUSTARTIS, on encouraging her daughter’s career aspirations
Business-related fields are extremely
broad and every career has some form of
business associated with it. Jill developed
good study habits early on from my
nagging. It makes for a stronger, well-
rounded person. Everyone can benefit from
encouragement—no matter the age.”

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Public policy initiatives that open the
door for women in leadership are pivotal.
The Massachusetts Women’s Leadership
Fellowship is a prime example of an initiative
designed to expand access to leadership
opportunities for women. In March 2014,
Massachusetts Gov. Deval Patrick and Bentley
University’s Center for Women and Business
(CWB) partnered to launch the fellowship.
“
SOLUTIONS
PUBLIC POLICY
MASS. SECRETARY OF LABOR AND WORKFORCE DEVELOPMENT
RACHEL KAPRIELIAN
This is a model that gives highly educated,
highly motivated women leaders a real shot
at making policy changes and strategic
decisions that get results.”
RACHEL KAPRIELIAN, on how the Massachusetts Women's
Leadership Fellowship can be a model for change
Learn more about the Massachusetts
Women’s Leadership Fellowship

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Although data show that women are seen as
adequately prepared by higher education, colleges
and universities can take an active role in helping
women prepare for long-term success.
Universities should encourage gender studies
courses and workplace training programs for men
and women to arm millennials with the broad
perspectives and skills necessary to succeed.
SOLUTIONS
PROFESSOR OF MANAGEMENT & SENIOR DIRECTOR, BENTLEY UNIVERSITY CENTER FOR WOMEN AND BUSINESS
SUSAN ADAMS
HIGHER EDUCATION
“
Provide realistic previews of the workplace in
courses, internship experiences and extra-
curricular programming, so women are ready to
meet challenges that require attitude development,
specific skills and business acumen.”
SUSAN ADAMS, on what colleges and universities can do to help
Learn more about how gender intelligence
provides a competitive advantage

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SOLUTIONS
BUSINESS LEADERS
PRESIDENT, CEO AND DIRECTOR AT HOUGHTON MIFFLIN HARCOURT
LINDA ZECHER
How can business leaders cultivate
workforce transformation that sets
women up for success? Strategies include
formalized mentorship programs, networking
opportunities, competitive pay, female
recruitment and flexible work-life policies.
“
Opportunity is often the greatest challenge
for millennial women. While great
strides have been made…businesses
need to be more open to new talent and
provide emerging female leaders with the
opportunities to progress.”
LINDA ZECHER, on how employers can offer more opportunity
Learn more about how businesses can foster
environments for women’s success
Tips for nurturing talent
with support and direction

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Millennial women should take the initiative and
seek out mentorship, but the entire onus should
not rest on them. While one-on-one mentoring
relationships are important, employers should take
a broad view of mentoring. Toni Wolfman, from the
Bentley University Center for Women and Business,
suggests inviting a group of women in junior-
level positions to a casual lunch that encourages
informal, open dialogue.
SOLUTIONS
MILLENNIAL WOMEN
CLASS OF 2015, BENTLEY UNIVERSITY
ANGELA SCOTT
“
I want to change the way the business world
and society in general views women. I want to
prove that this is no longer a man’s world, but
a world where we can all thrive and succeed in
every aspect of our lives.”
ANGELA SCOTT, on transforming perceptions and career prospects
Read Toni Wolfman’s article: “Why Professional Women Aren’t
Reaching the Top — And 5 Ways Other Women are Changing That”

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TAKE ACTION
You’ve read insights and stories from
The PreparedU Project on millennial women in
the workforce—now add yours.
Join the PreparedU Project by tweeting with
#PreparedU and visiting Bentley.edu/PreparedU.
SOURCES
1
http://www.mckinsey.com/insights/organization/changing_companies_minds_about_women
2
http://www.catalyst.org/media/catalyst-2008-census-fortune-500-reveals-women-gained-little-ground-advancing-business
3
http://www.catalyst.org/media/catalyst-2008-census-fortune-500-reveals-women-gained-little-ground-advancing-business
4
http://www.whitehouse.gov/blog/2014/04/08/taking-action-honor-national-equal-pay-day
5
http://www.pewsocialtrends.org/2013/12/11/on-pay-gap-millennial-women-near-parity-for-now/