We strive to provide individuals with disabilities equal access to our website. Companies that don’t take action may struggle to recruit and retain the next generation of women leaders. Young women are also more likely than current women leaders to say they’re increasingly prioritizing flexibility and company commitment to well-being and DEI (Exhibit 4). Young women care deeply about the opportunity to advance-more than two-thirds of women under 30 want to be senior leaders. The factors that prompt current women leaders to leave their companies are even more important to the next generation of women leaders. And over the last two years, these factors have only become more important to women leaders: they are more than 1.5 times as likely as men at their level to have left a previous job because they wanted to work for a company that was more committed to DEI. Women leaders are significantly more likely than men leaders to leave their jobs because they want more flexibility or because they want to work for a company that is more committed to employee well-being and DEI. Women leaders are seeking a different culture of work. It also means that women leaders are stretched thinner than men in leadership not surprisingly, 43 percent of women leaders are burned out, compared with only 31 percent of men at their level.ģ. Spending time and energy on work that isn’t recognized could make it harder for women leaders to advance. Indeed, 40 percent of women leaders say their DEI work isn’t acknowledged at all in performance reviews. Compared with men at their level, women leaders do more to support employee well-being and foster DEI-work that dramatically improves retention and employee satisfaction but is not formally rewarded in most companies. Women leaders are overworked and underrecognized. Women leaders are also more likely to report that personal characteristics, such as their gender or being a parent, have played a role in them being denied or passed over for a raise, promotion, or chance to get ahead.Ģ. And women leaders are twice as likely as men leaders to be mistaken for someone more junior. For example, they are far more likely than men in leadership to have colleagues imply that they aren’t qualified for their jobs. In many companies, however, they experience microaggressions that undermine their authority and signal that it will be harder for them to advance. Women leaders are as likely as men at their level to want to be promoted and aspire to senior-level roles. Women leaders want to advance, but they face stronger headwinds than men. Three primary factors are driving their decisions to leave:ġ. Women leaders are demanding more from their companies, and they’re increasingly willing to switch jobs to get it. Please email us at: Why women leaders are switching jobs If you would like information about this content we will be happy to work with you. And this is especially true in senior leadership: only one in four C-suite leaders is a woman, and only one in 20 is a woman of color (Exhibit 1). The state of the pipelineĭespite modest gains in representation over the last eight years, women-and especially women of color-are still dramatically underrepresented in corporate America. The rest of this article summarizes the main findings from the Women in the Workplace 2022 report. They’re watching senior women leave for better opportunities, and they’re prepared to do the same. Young women are even more ambitious and place a higher premium on working in an equitable, supportive, and inclusive workplace. If companies don’t take action, they risk losing not only their current women leaders but also the next generation of women leaders. And finally, it’s increasingly important to women leaders that they work for companies that prioritize flexibility, employee well-being, and diversity, equity, and inclusion (DEI). They’re doing more to support employee well-being and foster inclusion, but this critical work is spreading them thin and going mostly unrewarded. They’re more likely to experience belittling microaggressions, such as having their judgment questioned or being mistaken for someone more junior.
Women leaders are just as ambitious as men, but at many companies, they face headwinds that signal it will be harder to advance. The reasons women leaders are stepping away from their companies are telling.
0 kommentar(er)
