Improving Women’s Employment Outcomes
From Educational Access to Employment Outcomes
Around the world, higher education institutions are taking a closer look at their role in supporting students as they step into a rapidly changing workforce. For over a decade, the proportion of female students in tertiary education has increased in all regions. Yet academic access does not always translate into equal opportunities when entering the labor market (IFC & UNESCO 2025).
Even in high-income economies, broad measures of labor underutilization indicate disparities. According to the International Labour Organization (ILO), gender disparities in employment further intensify as income levels decline (ILO, 2023).
Globally, women who want to work, but are without employment equate to:
- 9.6% of women in high-income countries (compared with 7.4% of men)
- 17.4% of women in lower-middle-income countries (16.6% of men), and
- 24.9% of women in low-income countries (compared with 11% of men)
New Evidence from Emerging Markets
The World Bank’s Vitae dataset offers one of the most comprehensive views of graduate outcomes in emerging markets, drawing on data from more than 18,000 alumni across 25 countries and four regions. The evidence reinforces this pattern: in most emerging markets, women graduate at rates comparable to, or higher than, men but still face more hurdles when searching for their first job.
Academic performance among women does not always translate into equivalent success in employment. Women tertiary graduates in emerging markets are more likely to be unemployed and actively seeking work, and they are likely to earn lower salaries – even after controlling for age, faculty of study, and years of prior work experience.
The Vitae dataset also shows that female graduates across all age groups experience higher rates of unemployment compared to their male peers, despite comparable or higher levels of educational attainment. Furthermore, female graduates are more likely to experience drastically higher levels of unemployment later in their careers when compared to their male counterparts.
When institutions integrate gender-responsive strategies into their career readiness efforts, they help students better navigate labor market expectations, expand access to professional networks, and build relationships with employers who value diverse and inclusive talent pipelines (IFC & UNESCO 2025).
For colleges and universities, this gap is a clear opportunity to refine employability practices and support in ways that strengthen outcomes for all students and alumni.
Where Targeted Support Makes a Difference: Lessons from Leading Universities
Insights from institutions such as IE University, London School of Economics, Cornell, NYU, INSEAD, and others reveal several areas where female students benefit from additional preparation. These lessons offer concrete ways higher education institutions (HEIs) can strengthen their employability ecosystem.
Readiness and Self‑Advocacy
Prepare students to navigate recruitment processes and advocate for themselves confidently in early career transitions.
e.g., scenario‑based interview training, negotiation or self‑advocacy workshops, and personal branding sessions.
Mentorship and Professional Networks
Increase access to professional networks where informal connections are limited.
e.g., alumna‑led mentoring programs, job‑shadowing with female professionals, and alumni panels.
Career Decisions & Cultural Contexts
Introduce early career learning that helps students navigate culturally shaped career decisions.
e.g., sessions on industry representation, conversations on gendered job language, and advisory planning support.
Real‑World Exposure and Role Models
Enable practical workplace exposure through structured experiential learning opportunities.
e.g., externships or short‑term projects, simulation‑based interview practice, and leadership shadowing.
Inclusive Campus Culture and Allyship
Integrate inclusive approaches that engage the full campus community in employability efforts.
e.g., orientation content on allyship, leadership or ethics courses, and student clubs.
Actionable Initiatives
Interviews across universities highlight a strong need for structured, tiered approaches to gender-responsive employability.
Click the arrows below read what they do:
Foundational Action
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- Collect and analyze data on admissions, retention, internships, and employment outcomes disaggregated for men and women students and graduates.
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- Offer career readiness sessions specifically for women, to build confidence and self-advocacy.
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- Support women-led student groups and mixed-gender ally communities.
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- Host alumnae panels and storytelling events to showcase diverse career paths.
Intermediate Programs
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- Establish mentorship programs, including digital platforms that connect students with alumnae.
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- Design job shadowing and short-term project opportunities.
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- Create sector-specific communities such as Women in Tech, Women in Finance, Women in Business, or Women in Sports.
Advanced Practices
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- Introduce industry-focused career readiness modules.
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- Run assessment centers or group interview simulations.
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- Build partnerships with employers committed to gender inclusion.
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- Offer sponsorship programs like NYU’s EmpowHER, which supports visibility and advancement.
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- Encourage research or MOOCs on diversity and inclusion, such as ESSEC APAC’s collaboration with L’Oréal.
Institutional Benefits
Embedding gender equity into campus culture is most effective when it involves everyone. Leading institutions integrate gender topics into orientation sessions, ethics and leadership courses, and co-curricular activities, ensuring that all students—including men—learn what it means to contribute to an inclusive workforce. Research shows that engaging men can accelerate progress, making gender equity a shared responsibility.
Advancing gender inclusion is more than a corrective measure. It is a practical opportunity to unlock talent, strengthen employability, build inclusive learning environments, respond to labor market needs, and stand out in competitive education markets. Whether an institution is taking its first steps or expanding existing initiatives, each action contributes to a more equitable and better-prepared future workforce.
Higher internship and job placement rates
Stronger employer relationships
Greater attractiveness for international female applicants
Improved student satisfaction and confidence
