Women in the workplace: What APAC employees want in 2026

For employers across Asia Pacific (APAC), attracting and retaining talent remains a priority.

Based on insights from Michael Page's Talent Trends 2026 study, one of the largest workforce surveys of its kind, this article explores what women in the workplace are looking for from employers in 2026.

Drawing on feedback from more than 14,000 professionals across the region, the research provides a data-backed view of employee priorities, workplace sentiment and career motivations.

While competitive pay continues to matter, the Talent Trends 2026 data suggests that women are evaluating employers through a much broader lens. Female professionals are looking for opportunities to develop their careers, maintain work-life balance, work flexibly and build trust in their employers.

For HR leaders and hiring managers, understanding these priorities could help shape more effective attraction and retention strategies.

The findings also suggest that more women assess workplace experiences through multiple dimensions. For many employed women, compensation is only one part of the equation.

Career development opportunities, access to flexibility, trust in leadership and transparency around decision-making all contribute to how women evaluate employers.

While this article explores regional trends across APAC, employers in Indonesia may recognise many of these themes within their own workforce.

In this article, we'll explore:

• What does workplace equity mean to women today?
• Why are women prioritising career development?
• How workplace flexibility influences retention
• How women evaluate pay and career opportunities
• Why do trust and workplace culture matter?
• Can salary transparency improve employee confidence?
• What should employers do next?

Workplace equity goes beyond the gender pay gap

Discussions around workplace equity and gender equality often focus on the gender pay gap. While pay remains an important issue, the Talent Trends 2026 data suggest that women are evaluating employers across a broader set of factors.

Career development opportunities, workplace flexibility, leadership trust, organisational culture, gender diversity initiatives and salary transparency define how women assess whether a workplace feels fair, supportive and aligned with their expectations.

For employers, this suggests that workplace equity is not viewed solely through the lens of compensation. It is increasingly shaped by the overall employee experience.

Why career growth matters to women in APAC

The data shows that women continue to place a strong emphasis on professional development.

Among female professionals:

• 48% want to develop new skills or expertise
• 42% want to expand their skills through training or professional qualifications
• 29% want to gain a promotion
• 27% want to take on more responsibility over the next 12 months

Career progression also appears among the leading reasons women consider changing roles. Nearly three in ten women (29%) cite promotion and career progression as a motivation for exploring new opportunities.

What this means for employers

The data suggests that women are not simply looking for stability but also stronger career support. Many continue to prioritise skills development, career advancement, and leadership opportunities.

Organisations that provide clear progression pathways, learning opportunities through training programs and regular career conversations may be better positioned to retain female talent.

How workplace flexibility influences retention

One of the clearest themes in the survey is the importance of flexibility.

Among women considering a move:

• 21% say they need greater flexibility in working hours or days
• 43% cite wellbeing-related concerns as a factor, compared with 31% of men
• 15% say their current role is too stressful
• 14% say wellbeing support is not sufficient

Women also appear more sensitive to increased office attendance requirements.

Among employees who are not already fully office-based:

• 67% of women say they would be more likely to look for another role if asked to come into the office more often
• 58% of men say the same

In addition, 45% of women identify improving work-life balance or job stability as a priority over the next year.

As organisations in Indonesia continue to evaluate their workplace policies, these findings provide useful insight into how the future of workplace flexibility may influence retention decisions.

What this means for employers

The findings suggest that flexibility remains an important consideration, as many women face competing professional and personal demands.

While organisations may take different approaches to workplace attendance, HR leaders should recognise that changes policies for flexible work arrangements may have implications for attraction and retention, particularly among female professionals.

How women evaluate pay and career opportunities

Compensation continues to be a factor in career decisions.

Among women:

• 32% say dissatisfaction with salary is a reason for considering new job opportunities
• 47% fall into the combined pay and promotion category of job-change motivations

At the same time, women are not reporting significantly lower satisfaction with their current pay than men.

• 65% of women say they are happy with their salary
• Among their male counterparts, the figure is 64%

Among women who are satisfied in their current role but still open to opportunities:

• 45% would move for a higher salary
• 34% would move for promotion opportunities
• 30% would move for better work-life balance

What this means for employers

The data suggests that salary remains important, but it is rarely the sole driver of decision-making.

While offering a competitive salary remains important for retaining top talent, women’s responses indicate that compensation, career progression and work-life balance often work together when professionals assess new opportunities.

Trust and culture continue to matter

Workplace culture also plays a role in retention.

Among women who are open to new roles:

• 21% say their company culture is not the right fit
• 18% are unhappy with senior leadership decisions
• 13% are dissatisfied with company values and ethics
• 7% are dissatisfied with DE&I policies, compared with 5% of men

The survey also highlights a notable difference in trust of women leaders within organisations.

Women report:

• An average leadership trust score of 6.2 out of 10
• This compares with 7.3 out of 10 among men

For employers in Indonesia, the findings highlight the importance of aligning leadership behaviours and workplace culture with employee expectations.

What this means for employers

The data suggests that trust, inclusive culture and leadership decisions influence how women assess employers.

Organisations that communicate clearly, build trust through leadership, improve women’s representation and create cultures that reflect their stated values may be better positioned to retain talent.

Transparency helps build confidence

Salary transparency is another area where employees appear to see value.

Among women:

• 60% describe their organisation's salary structure as transparent
• 54% believe greater salary transparency would help hiring efforts

The survey also found a relationship between transparency and employee sentiment:

• Employees who view their organisation's salary structure as transparent are generally more likely to report satisfaction with both their role and compensation.
• Employees unhappy with their salary are significantly less likely to describe their organisation as transparent.

What this means for employers

The findings suggest that transparency can help strengthen trust, support hiring outcomes and promote equal opportunities.

This does not necessarily mean publishing all salaries. Rather, it may involve ensuring employees understand how pay, progression and promotion decisions are made.

Turning insight into action

The findings from Michael Page's Talent Trends 2026 study suggest that women in the workplace are looking for more than competitive pay.

Career development, flexibility, work-life balance, workplace culture, leadership trust and transparency all influence how women evaluate employers.

As workforce expectations continue to evolve, understanding these priorities can help strengthen attraction, retention and engagement strategies.

For employers, the opportunity lies in focusing on the factors that shape employees' day-to-day experiences. The survey findings suggest that organisations with clear pathways for career growth, trusted leadership and flexible ways of working may be better positioned to attract and retain female talent.

For employers in Indonesia, these findings provide a useful framework for understanding how female talent evaluates workplace opportunities.

Organisations that respond to these evolving expectations may be better positioned to attract, engage and retain talent while supporting broader female labour force participation.

Want to understand how these findings compare with talent expectations in Indonesia? Speak to our recruitment experts about the latest Talent Trends insights and what they could mean for your hiring and retention strategy.