Women today have made huge strides in their professional trajectory. They have leaned in, broken barriers, and laid a foundation for generations of women behind them to build upon. But while many women are soaring in their careers, the demands at home do not waver, creating an unrealistic expectation for working women to be everything to everyone all at once.
In our 2023 Amplifying Women at Work Report, we surveyed more than 3,200 female professionals in the marketing, creative, digital, fashion, beauty, and retail sectors. And a whopping 86% report feeling just as stressed, if not more so, than they did last year.
WOMEN AT WORK WANT A BETTER BALANCE
The three biggest stressors respondents cited were:
Poor work-life balance
Lack of flexibility
And together these issues pose quite a retention dilemma for employers. Employers who fail to acknowledge and take meaningful steps to address work-life imbalance concerns risk losing skilled female talent to competitors offering greater flexibility.
WORKPLACE EQUALITY FINDINGS PRESENT A MIXED BAG
According to our report, 72% of women surveyed said they believe they are compensated equally to their male counterparts. And 76% said they believe they are given credit equally to their male counterparts. This speaks well to the efforts that many organizations have made to help level the playing field for women at work.
However, there is significant room for improvement. A sizeable number of women say their gender has factored into their ability to advance in their careers and in how they are treated at work.
54% say they believe their gender has played a role in them being overlooked for a raise or promotion
47% say they’ve experienced microaggressions or harassment during their career because of their gender
35% say they’ve felt excluded from important meetings and/or conversations because of their gender
HOW EMPLOYERS CAN BETTER SUPPORT WOMEN AT WORK
Companies committed to attracting, retaining, and amplifying top female talent must get introspective and identify common roadblocks that women face within the organization. Leaders must then commit to not only removing those barriers but helping to pave a path forward that supports and empower the female workforce. This might involve developing mentorship programs geared at helping women interested in leadership or offering greater flexibility for working mothers, just to name a few.
Our report spotlights actionable steps employers can take to help promote, foster belonging, and improve work-life balance amongst women at work.
HOW 24 SEVEN CAN HELP
As a female-founded and majority female-led organization, 24 Seven understands the biggest challenges facing women at work today. And more importantly, we understand that the issues that matter most to women do not just pertain to women. Having competitive compensation paired with flexible work arrangements that prioritize an improved work-life balance can help organizations position themselves as an employer of choice.
Whether your organization is looking for full-time talent to build out your teams or freelancers to help during peak workload stretches, the specialized recruiters at 24 Seven are tapped into a wide network of professionals in the marketing, creative, fashion, beauty, and retail sectors. Contact a recruiter today and let us help you move your business forward.