TMT firms stress importance of mentoring of women
The competition for talent in tech media and telecom (TMT) sector is as tough as ever. Executives in 62% of TMT companies say that one strategy will be to advance leadership mentoring programs for women and diverse populations, according to a study from consultancy PwC, “US Pulse Survey: Next in Work”.
To compete for talent, TMT leaders are shoring up career development opportunities (47% versus 34% for companies overall) and offering flexible schedules (49% versus 43%). The study says competition for TMT talent is as fierce as ever, with more than 90% of TMT leaders reporting higher-than-usual turnover.
TMT workers are benefiting from the pandemic-related tech boom. They’re switching jobs for higher salaries (48% versus 41% overall), top-notch benefits (30% versus 23%), upgraded career advancement opportunities (42% versus 33%) and improved relationships with managers (35% versus 20%).
The survey says the needs of a hybrid workforce across industries will have wide-ranging implications for innovation and new-product development at TMT companies. The challenge will be to seize these opportunities while also having to recruit and retain talent to achieve these goals.
76% of TMT leaders are concerned about sustaining corporate culture in a hybrid workplace environment at their companies. 65% are concerned about loss of innovation and mentoring opportunities.
Competition for TMT talent is as fierce as ever, with more than 90% of TMT leaders reporting higher-than-usual turnover. In the wake of the pandemic, other industries are experiencing similar levels of employee churn.
To compete for talent, TMT leaders are shoring up career development opportunities (47% versus 34% overall) and offering flexible schedules (49% versus 43%). They’re also expanding their geographic positions to target new talent, leveraging the hybrid and virtual processes learned over the past year.
The study says that measured for the work market in general and not only TMT, 19% of all employees would like to work fully remote even if COVID-19 were no longer a concern. 22% would like to be mostly in the office (<=1 day remote per week), and 21% say the nature of their work does not allow them to work remotely at all. Others prefer a hybrid work setup, with some days in the office and others remote.
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