Women leaders take the wheel as they seek new opportunities

Keeping eyes on the news and fingers on the pulse to share tips, recent trends, and insights to spark a conversation about human leadership in the workplace.

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The Great Breakup Club has been open and is admitting more members as women leaders are willing to quit for greater workplace flexibility, job advancement opportunities as well as inclusion.

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As found in the recent study "Women in the Workplace Report 2022 " by McKinsey, women leaders are 10.5% more likely to quit than men in positions of leadership.

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The reasons for this have been several, but the Great Breakup Club has largely validated women leaders in their quest to find fulfilling and advanced job opportunities. However, going through the following primary factors leading to this movement is just as important.

1. Microaggressions are leading to poor career growth – Although women are advancing in organizations with more awareness surrounding DE&I, there still remains a significant gap between the opportunities they have access to. Moreover, microaggressions in the form of undermining their capabilities and qualifications are leading women to look for organizations that value and hone their skills.

2. Flexibility at work isn’t an option for many – While hybrid work cultures have allowed women to access a greater level of flexibility, it still remains a perk unoffered to many. As a result, many women leaders have been compromising on their work-life balance. Additionally, since the availability of flexible working conditions is essential for women with disabilities, the lack of it only leads to a loss of talent for the organization.

3. Breaking the glass ceiling still remains difficult – As more and more women find their efforts and contributions going unrecognized, the more they are burned out. Their increased efforts at seeking career growth are leading them to take on more responsibilities as compared to men who are at the same level. This is eventually causing a higher rate of burnout among women leaders.

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If organizations want to retain their best talent and make gender diversity their priority, these are conditions that must be in place.

• Listen to avoid losing good employees – Even if leaders and organizations do not know where and how they can start to make themselves welcoming for women leaders, the least they can do is keep their ears sharp to accommodate their needs.?

• Diverse workplaces multiply productivity – It is an established fact that DE&I efforts are one of the major factors that impact the engagement and retention of women leaders in the workplace. This is a call for action in organizations that may not have taken an active role in implementing it yet.

• Make the workplace more open for women looking for second careers – Women go through several milestones and changes during their lifetime which may compel them to take a break from their careers. Attracting and retaining women leaders shouldn’t only be limited to youth, but to those looking to restart their careers as well.? ?