According to a recent survey conducted by LeanIn.org and McKinsey, female leaders are leaving their companies at higher rates than men. This gap between men and women leaving their jobs is the largest yet, based on data from over 40,000 employees across 330 companies. The survey found that for every woman promoted to the director level, two women directors choose to leave their company.
One reason for this trend is that women are looking for jobs that cater to their values, work-life balance, and career advancement goals. Many women report facing obstacles in career advancement, such as being misjudged as a junior associate or having their ideas stolen. In addition, women often experience day-to-day frustrations and microaggressions that get in the way of advancement.
The survey also found that women are seeking more flexibility in their work arrangements. In fact, 1 in 10 women want to work primarily from home, compared to 18% of men. Working from home allows for more time to balance responsibilities and can also reduce the chances of microaggressions in the workplace. However, women are facing a new challenge with proximity bias, where being physically present is seen as a necessity for career advancement.
Women also want to work where diversity, equity, and inclusion (DEI) are acknowledged and appreciated. Many women work on DEI projects, but they often find that their work is not included in their performance reviews. There is also a gap in how companies present DEI to their managers and how they reward their managers for committing to DEI in the workplace.
Overall, it’s clear that women are seeking jobs that align with their values and goals and are willing to leave their current positions if they don’t feel supported in their career advancement. Companies would do well to listen to the needs and concerns of their female employees in order to retain top talent and create a more inclusive work environment.