McKinsey and Lean In’s Women in the Workplace 2022 report reveals that Women leaders are significantly more likely than men leaders to leave their jobs.
They either desire greater freedom or want to work for an organization that is more dedicated to diversity, equity, and inclusion as well as the well-being of its employees.
Over the last two years, these factors have only become more meaningful to women leaders. If companies don’t take action in response to these trends,
they’re at risk of losing more women leaders.
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Women leaders expect more flexibility
Based on the survey, 49% of women leaders say flexibility is one of the top three things they consider when deciding whether to join or stay with a company, compared to 34% of men leaders.
Women leaders are more than 1.5x 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 wellbeing and diversity and inclusion (DEI).
Companies risking the loss of young women
The factors that drive women leaders to leave their companies are
even more important to young women, who play a critical role in building diverse and inclusive teams.
Younger women are more likely than female executives to report that flexibility and the company’s dedication to employee DEI are top priorities.
Companies that don’t take action may find it difficult to attract and keep the next generation of women leaders, which has particularly worrying implications for organizations that already have a “broken rung” in their leadership pipeline.
This fact also is revealed in many other local surveys, such as the latest Workmonitor survey. Based on 1,000 Singapore local respondents, more than 40% of people said they would not accept a job offer if they couldn’t work from home or didn’t have flexible work hours.
Hybrid working empowers female workers
In a conversation with NTUC Women’s Committee leaders at the presidential palace, President Halimah Jacob said that the practice of flexible working has helped women stay in the workforce and solve the restrictions.
In Singapore, female employees need to respond to more work, for example, they need to take care of their children and elderly family members after work, and those actions will increase stress in their lives.
The tremendous pressure will make them less satisfied, leading to a decrease in work efficiency, and eventually, they may even quit. Hybrid working can help to provide enough flexibility and autonomy for females to choose the right place and time to work.
McKinsey and Lean In’s report also shows that remote work options are especially critical for women with disabilities.
Since having greater control over your work environment makes it simpler to manage mobility challenges, chronic pain, and mental health conditions, working from home can make disabled women healthier and more productive.
Additionally, having the opportunity to work remotely makes disabled women feel more appreciated and supported.
They are less likely to encounter particular microaggressions, such as receiving unfavorable remarks about their appearance or having coworkers openly doubt their credentials.
They are also more likely to claim that their management has faith in them to complete their work and that they feel at ease discussing their difficulties with coworkers.
I don’t think I could work full-time if I was required to be in the office. I think it is literally that life-changing to be remote for me.
WHITE WOMAN, ENTRY LEVEL, PHYSICAL DISABILITIES
Learn more about Women in Workplace: https://womenintheworkplace.com/
Learn more about productivity in the hybrid working era: https://ones.software/blog/?s=Productivity+
Develop your own hybrid office with our smart office system: https://ones.software/