Or lack ambition.
In fact, research from the Pew Research Center shows that 57 percent of women surveyed consider ambition to be an essential trait for a leader; while a fully 63 percent of Millennial women and 61 percent of Gen X have the same opinion.
And yet, they are leaving.
As documented in LeanIn’s Women in the Workplace 2017, 17 percent of women are leaving their jobs in mid-career, which, for a company of 500, represent a loss of 85 employees. Those numbers should concern us all.
As I wrote in my book, #WomenAdvance, women hold 85% of the buying power globally, make up over 50 percent of the workforce, and there are three times as many female-owned start-ups as male-owned. Yet, there are still barriers to women who want to rise to the top of today’s most successful corporations.
So, what’s going on?
A survey published by ICEDR finds that women around age 30 cite pay, lack of learning and development, and a shortage of meaningful work as the primary reasons they leave organizations. Not motherhood.
I hear other reasons too, in my women advancement coaching programs. The participants describe having to work harder to get promoted–and fear having to work harder at their job once promoted.
But what they need to do is to work smarter not harder.
And, it’s not that they are less ambitious than men are. In fact, according to a survey from Accenture, “…moms who return to work after having a child are just as ambitious as women without kids–or, in some cases, even more ambitious,” states Maricar Santos, writing for Working Mother.
Women are leaving your company mid-career because they are being paid less, they are not being offered development opportunities to help them move ahead, and they don’t find the work meaningful enough to sustain them. They leave, looking for something better.
Here’s what I would tell you
Understand that, while women may express more comfort in an individual contributor role, they may also be interested in a management or leadership role. Make sure your company offers the right tools for new managers, so it’s not so daunting. And make sure their managers know how to coach them on learning new skills and find the right career path.
Understand that the atmosphere at work might not feel good. If your leadership team is male-dominated, and those males aren’t used to including women, a woman simply may not feel comfortable in the organization as she progresses up the ladder. You may need to consciously develop a strategy to help create more diverse management and leadership teams.
There are companies out there who are doing precisely that. The Miller Heiman Group, for example, has made a significant investment in gender diversity and equality by recently promoting/hiring three executives to the C-Suite. Why is it so significant? Because promoting these women supports diversity and inclusion at the top and sets the example for the whole company.
And finally, you may not necessarily have a hostile environment or an overt discrimination problem, but you may have differences in communications styles. Men and women communicate differently, and this can cause misunderstanding, downtime, and hurt productivity.
You may be able to help by mentoring the men in your organization and showing them how to communicate with women more effectively. If men can start understanding women and move in their direction, too, it’s not such an energy suck.
Women are excited to contribute to your workforce, they work hard, and will be excellent advocates if your company gets it right. Promote diversity. Support inclusion. Win!
A version of this post was first published on Inc.com
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