The document summarizes the key findings of a global survey of 5,000 women in the workplace across 10 countries conducted by Deloitte in 2022. Some of the main findings include:
- Widespread burnout among women with over half reporting higher stress and nearly half feeling burned out, yet only 43% feel comfortable discussing mental health challenges at work.
- Flexibility is still lacking for many with just one-third having access to flexible work policies and 94% believing flexibility will impact promotions.
- Non-inclusive behaviors like harassment and microaggressions increased and are underreported due to fears of career backlash. Groups like LGBT+ and minority women face more challenges.
- While hybrid work enables
The study examined the experiences of 1,000 professional women across different sectors to understand support for careers and the talent pipeline. It found a paradox where most women feel supported, but many have faced gender-related obstacles. Accountancy, Law, and Education were best for women and mothers, while Advertising/Media and Engineering were worst. Flexible work and role models were seen as most important for progress. Addressing unconscious biases and creating a culture where issues can be safely raised could help solve the disconnect between perceived and actual support.
Now in its fourth year, Deloitte’s Women @ Work report examines some of the critical workplace and societal factors that have a profound impact on women’s careers. Representing the views
of 5,000 women from organizations across 10 countries, the report seeks to understand the lived experiences of women at work—and the ways in which aspects of their lives outside work can
impact these experiences. Past reports were dominated by the negative impacts of the pandemic and the resulting challenges as we emerged from it. This year’s report continues to explore
these issues, while also delving deeper into women’s experiences with their health, safety, rights, and household responsibilities.
Now in its fourth year, Deloitte’s Women @ Work report examines some of the critical workplace and societal factors that have a profound impact on women’s careers. Representing the views
of 5,000 women from organizations across 10 countries, the report seeks to understand the lived experiences of women at work—and the ways in which aspects of their lives outside work can
impact these experiences. Past reports were dominated by the negative impacts of the pandemic and the resulting challenges as we emerged from it. This year’s report continues to explore
these issues, while also delving deeper into women’s experiences with their health, safety, rights, and household responsibilities.
McKinsey Global Survey results: Moving mind-sets on gender diversity: To ens...Lucia Predolin
Moving mind-sets on gender diversity: McKinsey Global Survey results
To ensure that corporate culture supports—not hinders—the ability of women to reach top management, companies must address mind-sets and develop a more inclusive, holistic diversity agenda.
This document summarizes research on trends in women's work-related stress. It finds that over half of women experienced more stress in the past year than the year before. Nearly half reported burnout and 33% took time off for mental health issues related to their jobs. Women are more likely to work in low-paying, precarious jobs and stay in jobs longer, increasing stress exposure. Younger women aged 18-34 reported the highest levels of stress related to mental health, the economy, and housing costs. The document calls for companies to increase opportunities for women, especially women of color, to advance into leadership positions.
The study examined the experiences of 1,000 professional women across different sectors to understand support for careers and the talent pipeline. It found a paradox where most women feel supported, but many have faced gender-related obstacles. Accountancy, Law, and Education were best for women and mothers, while Advertising/Media and Engineering were worst. Flexible work and role models were seen as most important for progress. Addressing unconscious biases and creating a culture where issues can be safely raised could help solve the disconnect between perceived and actual support.
Now in its fourth year, Deloitte’s Women @ Work report examines some of the critical workplace and societal factors that have a profound impact on women’s careers. Representing the views
of 5,000 women from organizations across 10 countries, the report seeks to understand the lived experiences of women at work—and the ways in which aspects of their lives outside work can
impact these experiences. Past reports were dominated by the negative impacts of the pandemic and the resulting challenges as we emerged from it. This year’s report continues to explore
these issues, while also delving deeper into women’s experiences with their health, safety, rights, and household responsibilities.
Now in its fourth year, Deloitte’s Women @ Work report examines some of the critical workplace and societal factors that have a profound impact on women’s careers. Representing the views
of 5,000 women from organizations across 10 countries, the report seeks to understand the lived experiences of women at work—and the ways in which aspects of their lives outside work can
impact these experiences. Past reports were dominated by the negative impacts of the pandemic and the resulting challenges as we emerged from it. This year’s report continues to explore
these issues, while also delving deeper into women’s experiences with their health, safety, rights, and household responsibilities.
McKinsey Global Survey results: Moving mind-sets on gender diversity: To ens...Lucia Predolin
Moving mind-sets on gender diversity: McKinsey Global Survey results
To ensure that corporate culture supports—not hinders—the ability of women to reach top management, companies must address mind-sets and develop a more inclusive, holistic diversity agenda.
This document summarizes research on trends in women's work-related stress. It finds that over half of women experienced more stress in the past year than the year before. Nearly half reported burnout and 33% took time off for mental health issues related to their jobs. Women are more likely to work in low-paying, precarious jobs and stay in jobs longer, increasing stress exposure. Younger women aged 18-34 reported the highest levels of stress related to mental health, the economy, and housing costs. The document calls for companies to increase opportunities for women, especially women of color, to advance into leadership positions.
In 2012 OIWC conducted an industry-wide survey to study perceptions of gender diversity and workplace values. The study serves as the foundation for workplace diversity and inclusion and women's leadership advancement efforts by the OIWC.
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The document discusses the invisible barriers that hold women back from advancing into senior leadership roles despite corporate commitments to diversity, such as entrenched beliefs among managers that subtly hamper women's careers, and it proposes a hard-edged approach of systemwide change driven by targets, data-driven performance reviews, and genuine sponsorship to help companies overcome these problematic mindsets. It also examines data showing the leaky talent pipeline for women and common explanations given for failing to retain or promote promising women.
Results of first survey on issues impacting dual career couples by the Society of Petroleum Engineers. 5570 people from around the world participated in this study.
This document discusses gender diversity in organizations. It provides several facts and statistics showing that while many organizations aim to increase the number of female employees at mid-levels, very few see increases at executive levels. Research shows gender diverse companies outperform those that are not, and diversity can significantly boost economic growth. However, barriers remain like lack of flexible work arrangements and support for women, especially in negotiating compensation and rising to leadership. The document examines benefits of diversity and key factors important to retaining women, such as leadership programs and mentoring, though organizations often fail to provide these.
The document discusses a survey of women in senior hedge fund operations roles. The key findings were:
1) Respondents believed that the greatest barriers for women in these roles were male attitudes, hedge fund culture, lack of flexibility, and lack of support for work-life balance.
2) Respondents cited the need for greater flexibility, such as remote work and flexible hours, but noted negative perceptions can come from using these policies.
3) Outsourcing operational tasks and using new technologies were seen as ways to improve work-life balance by reducing disruptions from reconciliations, reporting, and other demands.
The document discusses changing corporate mindsets about advancing women's careers. It argues that invisible, unconscious biases block women's advancement and that committed leadership is needed to implement systemwide changes through targets, data-driven performance reviews, and genuine sponsorship. Companies that have made progress, like Pitney Bowes and Shell, focus on metrics like promotion slates that include women and long-term targets for women in senior roles. Reviews of succession plans and promotion slates also help broaden opportunities for women. Addressing biases requires buy-in from both men and women in an organization.
The Gender Gap At The Top: What's Keeping Women From Leading Corporate America?Subha Barry
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Millennial Women Career Success Survey: Corporate Image Monitoring: Penn Sch...psbsrch123
As per survey conducted by PSB, it’s been found those two primary qualities as keys to workplace success are the ability to balance personal and professional lives and a job where women can make a difference.
Women in the Workplace is a multi-year joint research effort by McKinsey & Company and LeanIn.org and the largest comprehensive study of the state of women in corporate America
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The document summarizes findings from a survey of 265 women working in new economy companies. Key findings include:
- Many women find the new economy exhilarating and feel they have more opportunities for creative freedom, impact, and rapid growth compared to traditional companies. However, they also experience high stress and difficulties balancing work and personal lives.
- While gender issues may be less pronounced, nearly a third still felt unequal treatment based on attributes like being single or a working mother. A quarter also felt issues like feeling undervalued or overlooked for opportunities.
- Women use strategies like adapting flexibility, maintaining perspective, developing peer support networks, and constant learning to navigate challenges. However, the demanding lifestyle may only be temporary for
The document discusses the results of a survey of over 2,500 UK working women about the barriers to their career progression. The top pinch points identified were (1) career crossroads about deciding between advancing up the career ladder, changing companies, or pursuing a different career path altogether; and (2) navigating maternity/extended leave and integrating new responsibilities after having children. Significant business changes like restructures or redundancies were also a prominent barrier. The key issues seen as impediments to career progression were rigid career structures and inflexible or long working hours, which 88% of respondents flagged as influences. Flexible working policies are more common but inflexible hours remain a challenge, especially for working parents.
Organizations have made some progress addressing issues important to Gen Zs and millennials like work-life balance, diversity and climate change. However, new setbacks like high inflation are impacting their financial security and ability to plan for the future. The survey found that while acknowledging employer progress in some areas, most Gen Zs and millennials remain unsatisfied overall with businesses' impact on society. They expect more action from employers on social and environmental issues while also worrying that the economy could cause a backtracking on commitments like climate change. Financial concerns are a significant source of stress for both generations.
Organizations have made some progress addressing issues important to Gen Zs and millennials like work-life balance, diversity and climate change. However, new setbacks like high inflation are impacting their financial security and ability to plan for the future. The survey found that while acknowledging employer progress in some areas, most Gen Zs and millennials remain unsatisfied overall with businesses' impact on society. They expect more action from employers on social and environmental issues while also worrying that the economy could cause a backtracking on commitments like climate change. Financial concerns are a significant source of stress for both generations.
The Cox Business Women's Small Business Entrepreneur Survey Cox Business
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The business case for Diversity, Equity, and Inclusion (DEI) is growing stronger than ever. During this virtual discussion, we took a closer look at “diversity winners”, which signals that a systematic business-led approach and bold, concerted action on inclusion are needed to make progress.
Millennial Women and Workplace Transformation: A PreparedU Infographic StorybookBentley University
Bentley University's PreparedU Project examines the unique challenges and opportunities facing millennial women in the 21st Century workforce. How can they be prepared for success? What roles do parents, companies, mentors, higher education institutions, and millennial women themselves need to play? Drawing on the results of the PreparedU survey, this infographic storybook moves past the problems to highlight solutions grounded in data and in the personal stories of women leaders at all stages of their careers. Learn more at www.bentley.edu/prepared and follow the conversation on Twitter with #PrepUWIB.
Women face barriers to advancement and unequal treatment in the workplace according to a study of over 130 companies and 34,000 employees. Women are less likely to be promoted or hired externally, especially to senior roles. As a result, few women reach the senior-most levels. Women also receive less access to opportunities, senior leaders, developmental assignments, and feedback. They are more likely to be penalized for negotiating promotions. Fewer women than men aspire to top leadership roles, and women have less confidence in achieving those roles. Women of color face even greater challenges and are the most underrepresented group. Overall, the study finds women experience disadvantages and unequal treatment compared to men throughout their careers.
More Women Of Color Are Ready To Leave The WorkforceFairygodboss
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The document discusses changing corporate mindsets about advancing women's careers. It argues that invisible, unconscious biases block women's advancement and that committed leadership is needed to implement systemwide changes through targets, data-driven performance reviews, and genuine sponsorship. Companies that have made progress, like Pitney Bowes and Shell, focus on metrics like promotion slates that include women and long-term targets for women in senior roles. Reviews of succession plans and promotion slates also help broaden opportunities for women. Addressing biases requires buy-in from both men and women in an organization.
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