Between October 2022 to January 2023, Deloitte Global surveyed 5,000 women in 10 countries to find out more about their experiences in the workplace. The result? A report, Women @ Work 2023: A Global Outlook. The findings are a sobering reminder of the significant distance still to be travelled in the quest for gender equity in the workplace.
1. Flexible working
More women left their jobs in the past 12 months than the previous two years. Flexibility was one of the top reasons cited for women quitting their jobs. Less than 25% of those surveyed say they have a high degree of flexibility over where and when they work. Those who do have flexible work arrangements are more likely to remain with their current employer.
However, there is a reluctance to request flexible working; 97% of women believe asking for or taking up flexible working would affect their promotion prospects, with 95% believing their workload would not be adjusted to reflect this.
Where women have taken advantage of hybrid working that 37% report feeling excluded from meetings and from exposure to senior leaders.
The reality is that women are far more likely to be the main carers for families/elderly relatives and so are most likely to benefit from flexible working.
2. Women’s physical and mental health
More than 40% of women surveyed reported working through pain related to menstruation and 20% to menopause. Many women are reluctant to discuss the physical and mental impact of this with their employer. More than 50% felt employers should offer paid leave for women experiencing health challenges. The reality is that few employers do.
3. Inclusivity
More than 44% of women surveyed reported experiencing harassment and/or microaggressions. Of these, fewer than half feel comfortable reporting it to their employer. More LGBT+ and women in minority ethnic groups experienced more non-inclusive behaviours.
This quote from Michele Parmelee, Deloitte Global Deputy CEO and Chief People and Purpose Office sums up the findings:
Just 5% of women view their employers as leaders in gender equality, which should be a wake- up call that significant action is needed.
My thoughts
There is still a long way to go to create optimal work environments which benefit individuals and organisations post-pandemic. It’s difficult to get the balance right. Employers need to become more intentional in how they ensure greater inclusivity and equity for all. Focus should be on outputs and impact rather than physical visibility.
There is a lack of trust expressed through the views of participants. Sharing your needs, wishes and concerns with your employer feels risky. Will being frank undermine your career prospects? What has happened to other staff who have made requests for support?
Clearly many women are voting with their feet. Addressing the leaky talent pipeline should be a priority for all employers serious about both business success and gender equity.
