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What motivates women to stay in the workplace?Fair wages and a healthy work culture

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Dive briefs:

  • A July 2022 study by Great Place to Work found that the typical U.S. workplace fails to meet the core needs of working women. Of the nearly 4,200 working women who responded, 54% said they were ready to find a new job within the next six months. One in 10 says she wants to quit her job but doesn’t feel she can.
  • Great Place to Work research shows that companies must take four fundamental actions to retain top female employees: 2) Create a psychologically healthy work culture. 3) Help employees find meaning in their work. 4) Flexible for remote/hybrid options.
  • Great Place to Work CEO Michael C. Bush said in the release:His 2022 List of Workplace Culture Research Platforms luck The best workplaces for women confirm this. Nine of her 10 women who work for the companies making the list plan to stay in the job long-term. 92% report being willing to “give extra” at work.

Dive Insight:

The first step in understanding what a female talent wants is to simply ask.Employers often neglect direct communication with employees when trying to address their needs, she said in a 2021 panelist. [email protected] virtual summit pointed out. Rather than hypothesize about what the problem might be, employers should talk to female employees one-on-one with her, meet with familiar groups, or conduct surveys, some say. Experts suggest.

Employers also need to be flexible about working from home, panelists said. Panelists explained that women are drawn to organizations that maintain the trust built during the pandemic. In other words, she believes women want to work in an environment where they don’t get “hated” when they’re not at work.

Flexibility is especially important for female workers who are also family caregivers, lamenting the lack of access to roles that allow them to find work-life balance. Allowing will ultimately create this flexibility, allowing more women to stay in the workplace and advance to senior roles, a chief people officer previously told HR Dive. We have moved to a model to enable women and caregivers to promote work-life balance.

Great Place to Work emphasizes that employers should support women wherever they work. But research shows that women’s experiences are influenced by where they work.

For example, research found that women working remotely had the best experience when it came to fair wages and job premiums. But women who work remotely have a hard time feeling like they make a difference compared to on-site workers. Nearly half (49%) of female workers on hybrid contracts also said their company promotes them fairly, compared with 43% of onsite workers and her female workers working remotely. 40% share this view.

Many women who work onsite or hybrid schedules find their work to have special meaning compared to remote workers. However, field workers are less likely to feel that their workplace is psychologically healthy.

Employee mental health is a concern. More than half (53%) of the 5,000 working women who responded to a recent Deloitte survey said they were more stressed this year than they were in 2021, she reports HR Dive. increase. Nearly half (46%) said they felt burned out, with women from minority groups more likely than their peers to say they felt burned out.

The June report from Every Level Leadership, a training and coaching firm focused on building racial equity in the workplace, highlights these findings. A majority of black female respondents (88%) said they have experienced burnout at work.

The report encourages employers to learn from the experiences of black women, develop strategies to responsibly include their needs, and adopt a “prosperity-centered” DEI model centered on black women. , seeks to improve workplace satisfaction for black women.