Despite leaders’ pledges to address these issues and work towards ending wars and conflicts, tensions remain high among the electorate. These tensions inevitably shape people’s values and dominate their discussions.

Against this backdrop, HiBob conducted its second annual survey in January 2024 on the topic of sociopolitical discussions at work. With insights from 2000 professionals, the survey delves into employees’ perspectives on political expression, addressing the appropriateness, location, and manner of political discourse. As we explore the findings, we aim to assist employers in understanding and responding to the challenges posed by sociopolitical dynamics in the workplace.

Key Takeaways

People continue to be deterred from joining a company if a company’s political stance opposes theirs

A significant number of respondents would reject a job offer if the company’s political stance opposed theirs, with 43% stating they would turn it down. This is consistent with last year’s findings, where 44% felt the same. Interestingly, both men (42%) and women (43%) are almost equally aligned on this issue. Nearly twice as many people aged 35-44 (12%) compared to those aged 45-54 (7%) say they would reject a job offer if the company’s political stance opposes their own.

Opposing political stances will not prompt employees to leave a company

The story changes once they’re hired. Nearly half (49%) wouldn’t leave their job even if their employer’s political views diverge from theirs – this is a decrease from last year’s 60%. This shift suggests that while political alignment plays a role in initial job decisions, factors like job satisfaction, career advancement, and workplace atmosphere are paramount for lasting commitment. Nevertheless, the decline indicates that more individuals draw a line when it comes to political or societal opinions, with fewer willing to stay in their roles under such circumstances compared to last year.

Strong consensus to keep politics out of the office and company communication channels, as well as personal-professional social media platforms

Most people (64%) believe socio-political discussions should stay out of the office to protect company culture. A higher percentage (74%) think these topics should be excluded from companies’ digital communication channels, and 61% feel they should also be kept off individuals’ professional social media like LinkedIn and X. If allowed, 72% say such discussions should happen in safe, respectful spaces. Generational differences exist between Gen Z and those over 25 with 59% of Gen Z (59%) believing respectful sociopolitical discourse fosters inclusivity and should be allowed.

People believe respectful discourse should be encouraged in order to nurture a legitimately inclusive and diverse company culture

Over half (55%) of respondents see fostering respectful discourse as key to an inclusive and diverse company culture, with Gen Z being the largest group of advocates. A significant majority (72%) also stress the necessity of discussing sociopolitical topics within safe spaces, where opposing opinions can be voiced respectfully. Interestingly, there’s a slight edge in the number of people (39%) who disagree with banning sociopolitical discussions from workplaces compared to those (35%) who support such a ban. This underscores the value placed on open dialogue and exchange of ideas within professional environments.

Concerns about careers and relationships persist when sharing sociopolitical opinions with managers and colleagues

Overall, a majority (42%) of respondents express concern that sharing a political opinion with a manager who disagrees could have negative consequences for their position within the company. Notably, fewer women (25%) than men (30%) share this concern, highlighting a gender disparity in perceived risk. However, similar percentages of both men (36%) and women (35%) agree that sharing political opinions with colleagues who hold different views could harm relationships and potentially impact team productivity. In total, almost half (49%) of respondents believe that expressing political opinions differing from their colleagues could strain relationships and impede team effectiveness.

Having clear company policies is the best way to prepare workplaces for any discussion that might arise from sociopolitical issues of the day

The majority (30%) advocate for clear work policies as the top strategy to ready workplaces for discussions on sociopolitical issues. Another 15% endorse open dialogue platforms, such as channels or forums for respectful discourse. Additionally, 14% suggest training on conflict resolution could be beneficial. Intriguingly, another 14% believe none of these approaches would be effective.

Findings

Employer brand 

As nations grow more divided on sociopolitical issues, companies must balance taking a stance, making allowances, and managing diverse forums. This study examines how a company’s political stance impacts its employer brand, influencing candidates’ job decisions and employees’ retention.

People continue to be deterred from joining a company if its political stance opposes theirs. A significant number of respondents (43%) would reject a job offer in such cases, consistent with last year’s 44%. Both men (42%) and women (43%) are almost equally aligned on this issue. Nearly twice as many people aged 35-44 (12%) compared to those aged 45-54 (7%) say they would reject a job offer if the company’s political stance opposes their own.

However, once hired, the narrative changes. Nearly half (49%) wouldn’t leave their job even if their employer’s political views diverge from theirs, though this is a decrease from last year’s 60%. This suggests that while political alignment influences initial job decisions, factors like job satisfaction, career growth, and workplace culture are more crucial for long-term retention. The decline indicates that more individuals are drawing a line regarding political or societal opinions, with fewer willing to stay in their roles under such circumstances compared to last year.

Generational differences are also evident. Almost twice as many people aged 35-44 (12%) as those aged 45-54 (7%) agree that a company’s opposing political stance would deter them from accepting a job. This highlights the varying priorities and sensitivities across age groups when it comes to workplace politics.

The study reveals a definite ambivalence regarding whether socio-political discussions should be banned from workplaces. Only slightly more people (39%) disagree with the idea of banning such discussions compared to the 35% who support a ban. Moreover, there’s a significant portion (26%) who haven’t formed an opinion on the matter, indicating widespread uncertainty or indecision.

Interestingly, the age group with the strongest advocacy against a ban is the 35-44-year-olds, with 11% opposed to the idea and 10% in favour. This suggests that this demographic is particularly engaged in the debate and holds strong opinions on the importance of allowing socio-political discussions in the workplace.

Where and how should sociopolitical issues be discussed at work?

Expanding on our 2023 research, the latest report revisits respondents’ views on where sociopolitical discussions should unfold. We delve into their opinions on workplace discussions, company digital channels, and social media. Just like last year, emotions run high, highlighting the ongoing intensity surrounding this topic.

Political discussions in the office

The results reveal an ongoing trend: 55% of respondents advocate for fostering respectful sociopolitical debate as a means to nurture an authentically inclusive and diverse company culture, although this figure marks a significant decline from last year’s 74%. Interestingly, this viewpoint is particularly prevalent among individuals aged 34-45, suggesting a generational alignment on the importance of open dialogue.

Moreover, a substantial majority of 72% agree that sociopolitical topics require safe spaces for voicing opinions, with 20% of this group falling within the 35-44 age bracket. This indicates a strong endorsement for creating environments where employees feel comfortable expressing their views without fear of judgement or repercussion. Notably, the next largest advocacy group comprises individuals over 54 years old, with 16% supporting the need for safe spaces.

These findings highlight the evolving landscape of workplace culture and the increasing recognition of the importance of fostering respectful dialogue across generations.

Political discussions over company digital communications channels & social media

The results paint a clear picture: the majority (64%) strongly believe socio-political discussions should stay out of the office to avoid negatively impacting company culture. A whopping 74% feel the same way about these discussions in company digital communication channels, with 61% agreeing they should also be kept off personal-professional social media platforms like LinkedIn and X. However, if these topics are to be allowed at work, 72% insist they should be conducted in safe spaces and with respect.

Interestingly, both men and women stand united on this front, with 53% of respondents from each gender agreeing. Furthermore, a significant portion (43%) believe companies should prevent employees from posting political opinions on personal-professional social media channels, although 35% disagree.

Age demographics also play a role in these views. More individuals aged 35-44 (17%) than any other age group believe sociopolitical discussions should be kept out of the office, followed closely by those over 54 (16%). Similarly, the 35-44 age group (20%) feels most strongly about keeping political discussions out of company digital communication channels, followed by 15% of millennials (aged 25-34) and 14% of 45-54-year-olds.

The trend continues with older generations keen on keeping these debates off company communication channels (17% agreeing), and the 35-44 age group feeling most strongly about this on social media platforms (17%), followed by 14% of those over 54.

Overall, opinions are split on whether companies should entirely ban employees from posting about politics on social media, with 43% in favour and 35% opposed. Once again, individuals aged 35-44 and over 54 are the most fervently in favour of preventing such postings (14%).

The ramifications of discussing politics in the workplace

We also wanted to learn more about employees’ perceptions regarding the ramifications of sharing their political opinions with managers and colleagues.

Sharing an opinion with managers and colleagues at work

The findings regarding the ramifications of discussing politics and social issues at work with managers and colleagues offer intriguing insights. Overall, a majority (42%) agree that sharing a political opinion with a manager who disagrees could harm both themselves and their position within the company. Interestingly, fewer women (25%) than men (30%) believe that sharing differing political opinions with their manager could lead to negative consequences. However, similar percentages of men (36%) and women (35%) agree that sharing political opinions with colleagues could harm relationships and decrease team productivity.

In total, 49% feel that expressing political opinions differing from those of their colleagues could have adverse effects on relationships and productivity. The 35-44 age group (14%) is most concerned about the potential negative impact on relationships and productivity, followed by only 9% of those aged 45-54 and 11% of those over 54.

Notably, almost twice as many individuals aged 35-44 (12%) compared to those aged 45-54 (7%) believe that sharing a political opinion their manager disagrees with could harm their position within the company. This age group appears less confident about sharing their true views compared to other age groups, with those aged 45-54 being the most confident (7%).

Interestingly, people feel more comfortable sharing religious views than political leanings, with 60% agreeing they feel comfortable doing so.

Effective Workplace Preparation for Sociopolitical Issues

The findings provide valuable insights into employee perspectives on how workplaces can prepare for handling potential issues stemming from sociopolitical debate. The majority of respondents (55%) believe that having clear workplace policies is the most effective way to prepare for mitigating challenges that may arise, emphasising the importance of establishing transparent guidelines to navigate potentially sensitive topics and maintain a conducive work environment.

Additionally, 17% of respondents advocate for comprehensive Diversity, Equity, and Inclusion (DEI) training as an effective strategy. This highlights the recognition of the role that education and awareness play in fostering understanding and respect among employees from diverse backgrounds.

A further 15% of respondents suggest that allowing open dialogue platforms, such as channels or forums for employees to engage in respectful discussions, can help facilitate constructive conversations around sociopolitical issues. This indicates a desire for spaces where individuals can express their viewpoints openly while fostering an environment of mutual respect and understanding.

Overall, these findings underline the importance of proactive measures in addressing political debate at work. By implementing these strategies, companies can create a supportive and inclusive workplace culture that encourages healthy discourse and fosters positive relationships among employees.

The majority (45%) believe that companies should maintain neutrality on sociopolitical matters. However, there’s an interesting gender divide on whether companies should publicly take a stance on controversial issues. Nearly a quarter (24%) of men feel that companies should refrain from having a public position on such matters, in contrast to only 17% of women who share this view.

This discrepancy suggests differing perspectives on the role of companies in addressing societal issues. While some advocate for neutrality to avoid potential conflicts or alienation of certain demographics, others may see value in corporate activism and taking a stand on issues aligned with their values.

The results offer an intriguing glimpse into employees’ views on whether their company CEO should publicly engage in political and social issues. A significant portion, 40%, do not believe their CEO should take a public stance on such matters, indicating a preference for business leaders to steer clear of potentially divisive topics. Surprisingly, over a quarter (26%) admit uncertainty on the matter, reflecting a hesitancy or lack of clarity surrounding the role of CEOs in addressing societal issues.

Interestingly, a notable 14% of respondents express that it doesn’t matter whether their CEO takes a public stance, suggesting a level of indifference or resignation to the CEO’s involvement in sociopolitical discourse or possibly subject matter fatigue.

Delving into gender differences reveals intriguing nuances. More men (45%) than women (26%) believe their CEO should not take a public position on sociopolitical matters, indicating a stronger inclination among men towards CEO neutrality. 

However, a significant proportion of women (31%) admit uncertainty on this issue, surpassing the percentage of men (20%) who share this sentiment.

Inside Workplace Minds: Debate, Identity, and Conflict

Comfort levels at work and how political and social debates impact feelings

Overall, the top three topics that were most discussed in the office this year are war and conflicts, tax and government policy, and immigration.

Delving into gender-specific trends provides further insights. Among men, the top three most discussed topics are war, climate change, and immigration. Conversely, women’s discussions centred on war, immigration, and healthcare access.

When it comes to the prevalence of conflicts and disagreements among colleagues, overall, a significant majority (83%) report that they have never experienced a falling out with a colleague over socio-political views. However, there are notable gender differences in this regard.

Fewer men (79%) can claim they have never experienced such conflicts compared to women (87%). This suggests that women may navigate socio-political discussions in the workplace more smoothly or may be more adept at avoiding conflicts related to differing views.

Conversely, a surprising 21% of men admit to having experienced a falling out with colleagues over socio-political views. This indicates a higher propensity among men to engage in heated discussions or experience conflicts stemming from differing political opinions. 

The findings also shed light on the experiences of employees regarding voicing their opinions at work and feeling comfortable bringing their full selves to the workplace.

Almost one in six individuals (57%) report never having felt uncomfortable expressing their opinions at work, which may have hindered them from fully engaging in their roles. A higher proportion of men (61%) compared to women (54%) share this sentiment, suggesting that men may feel more confident or less inhibited when it comes to expressing themselves openly in professional settings. 

The results do also reveal a concerning trend, with almost a third of respondents (31%) indicating that they have experienced discomfort when voicing their opinions at work. Notably, a higher percentage of women (33%) than men (29%) report feeling this way, suggesting that women may face greater challenges or barriers when it comes to speaking up in the workplace.

Only 11% of individuals aged 25-34 reported never feeling uncomfortable expressing themselves, making them the age group least at ease in this regard. Conversely, those aged 35-44 appear to be the most comfortable expressing themselves, with the highest percentage feeling at ease in this respect.

This difference in confidence might also explain why fewer women believe that CEOs or companies should take public stances on political or social issues.These findings highlight the importance of creating inclusive and supportive work environments where all employees feel empowered to voice their opinions without fear of judgement or reprisal.

When asked how conversations in the workplace about social or political topics make people feel, the most popular response, chosen by 23% of respondents, is that they don’t feel anything, suggesting a sense of fatigue or apathy towards these discussions. 

This indifference may reflect a desire to avoid conflict or discomfort associated with such topics. Following closely behind, 17% of respondents reported feeling uncomfortable, indicating a reluctance or unease in engaging with socio-political discussions at work.

Notably, in joint third place, 9% of respondents expressed feeling heard or supported during these conversations, suggesting a positive aspect to socio-political discourse in the workplace where individuals feel validated or encouraged in expressing their viewpoints.

Further analysis reveals gender disparities in comfort levels during these conversations, with more women (20%) than men (14%) reporting feeling uncomfortable.

Where does it leave us?

Today almost everything seems to be viewed through a political lens. Whether it’s a company’s efforts to drive positive change, adopt new technologies, or champion diversity and inclusion, each action can be seen as taking a sociopolitical stance. And here’s the catch: this stance becomes intertwined with the company’s identity as an employer, impacting whether job seekers decide to join the team.

However, even though many believe politics should stay out of the workplace—especially during pivotal moments like elections, war or global crises—the reality is, avoiding sociopolitical discussions altogether isn’t always feasible. And here’s where things get interesting – when it comes to opinions and feelings, there are bound to be generational gaps and gender disparities.

That’s why it’s absolutely crucial for companies to ensure that no group feels left out when crafting a workplace that’s supportive and inclusive for all. By actively listening to their employees and establishing clear guidelines for respectful conversations, companies can create safe spaces where discussions can thrive. And in doing so, they not only support and encourage a culture of respect and inclusivity, they also pave the way for stronger working relationships and a more cohesive team.

The post Sociopolitics in the UK workplace appeared first on HiBob.

The insights we explore come at a significant juncture as the Australian government’s Workplace Gender Equality Agency (WGEA) initiates the enforced publication of gender pay gaps for private-sector organisations with over 100 employees. Against the backdrop of ongoing efforts to address gender disparities, our study sheds light on the contemporary challenges and opportunities that women encounter in the workplace.

Key Takeaways 

• Different views on how quickly men and women get promoted at odds with reality
• Progress in confidence leads to shift in office priorities, yet work remains for inclusivity
• Women prioritise compensation, flexibility and positive culture
• A strong retention intention among female employees with a preference for flexibility is behind the ‘Big Stay’ phenomenon
• Women’s leadership development and benefits signal a need for accelerated progress

1. Positive trends in gender parity perception, yet subtle disparities persist between perception and reality

Positive trends emerge this year with a notable increase in the perception that women are now promoted equally compared to men, indicating a shift in workplace dynamics. However, there remains a subtle difference in how men and women see gender parity in promotions, emphasising the ongoing need for efforts to enhance pay transparency and align on truth.  

Over half (57%) of women we surveyed feel that women are promoted equally compared to men within their company, which is a notable increase compared to last year’s finding at just 41%. Interestingly, three in four (75%) men believe that women are promoted equally compared to men within their company, perhaps suggesting a striking perception issue between the genders when it comes to promotions.

The publication of gender pay gaps by the Australian government’s Workplace Gender Equality Agency (WGEA) emerges as a critical turning point, with a third of respondents believing their organisations may never prioritise closing the pay gap which currently stands at 22% across corporate Australia. While strides are evident, these results underscore the ongoing imperative for businesses to earnestly address gender disparities in practice as well as discernibly if they wish to create an inclusive and equitable professional landscape for all.  

To this point, the study shows that half of Australian workers say they’d consider leaving their jobs were they to discover a gender pay gap existed, regardless of its magnitude. Perhaps unsurprisingly, the situation is particularly sensitive for women. When looking at female respondents only, over half (61%) say they’d consider moving jobs, were they to discover a gender pay gap. When looking at male respondents only, a third (36%) also say they’d consider leaving if they find out their organisation has a gender pay gap, signalling a growing sense of solidarity and shared concern regarding pay disparities in the workplace.

Furthermore, less than half (44%) of all respondents (of any gender) believe organisations are taking sufficient action. with more women (57%) of that opinion than men. These findings highlight the complex and evolving landscape of gender equality in the workplace, emphasising the need for ongoing efforts to address unfair practices whether real or imagined.

Despite this, the overall findings highlight considerable progress in promotions compared to HiBob’s last research. In 2022, the proportion of women that say they were promoted was just 22%. In 2023, however, the number increased to 62%.

There’s also been good progress on pay since last year’s research that looked at 2022. In 2022, 27% of women said they had received a pay rise, but in 2023, that figure had risen to 54%. Encouragingly, the figure in 2023 was the same for men as well.

Perceptions on pay parity differ significantly between parents and non-parents too. A notable 62% of parents believe there is pay parity, contrasting with 38% among non-parents. This discrepancy may stem from parents prioritising workplace fairness and equity for their families. Parenthood often prompts a heightened awareness of financial responsibilities, fostering a belief in equitable compensation. On the other hand, non-parents may perceive workplace dynamics differently, potentially influenced by varied priorities or perspectives. 

The findings point to  the impact of personal experiences on perceptions of pay equity, and again proving the need for organisations to consider diverse viewpoints to effectively address and bridge such gaps in understanding as well as practice.

2. Progress is evident in womens’ confidence, but nurturing inclusivity and support in the workplace requires ongoing effort

Confidence levels among employees, particularly women, have seen a notable shift. A significant 86% of women now express feeling confident in their performance at work — up from 52% last year Now, women’s confidence in the workplace almost mirrors that of men’s (91%), signaling a positive trend in self-assurance.

Despite this progress, a closer look at the statistics reveals that challenges persist. A considerable number of women have faced uncertainty about their abilities due to gender-related factors. 

Chart made to feel uncomfortable — 26% of women have been made to feel uncomfortable or less qualified in the workplace because of their gender, down from 45% last year.

The top three reasons driving employees of all genders to the office are face-to-face interactions (45%), mandatory requirements (40%), and a desire to feel part of company culture and engage in social interactions (36%).

It becomes clear that while strides are being made in boosting confidence and reshaping reasons for office attendance, there is still work to be done to create a more inclusive and supportive work environment.

3. Women’s workplace priorities: Pay takes the lead, followed by flexibility and positive culture

When it comes to compensation and benefits, women have clear priorities, with pay taking the lead, followed closely by flexibility and a positive workplace culture. 

The survey  shows 67% of all respondents now believe men and women are paid equally. The data supports this perception, with 28% of individuals being promoted with a pay increase in 2023, maintaining an almost even 50/50 split between men and women.

Delving into what might prompt people to consider a new job, the top three reasons for contemplating a move are enlightening. A remarkable 79% would leave for a pay increase, and interestingly, 53% of these are women. Flexibility emerges as the second most significant factor, with more men (58%) expressing a willingness to leave for flexible work conditions, especially pertinent for 64% of these respondents who are parents. Lastly, 40% would consider leaving for a strong and healthy company culture, with men (57%) more invested than women on this point, indicating a continued emphasis on the importance of a positive work environment.

As organisations seek to attract and retain top talent, understanding and aligning with these priorities becomes essential to create a workplace that meets the expectations of a diverse and dynamic workforce.

4. Firm commitment to stay: Women’s preference for full flexibility drives ‘Big Stay’ trend

When it comes to work-life balance, there are notable movements both in perceptions and intentions. A significant 41% express confidence that their work-life balance will remain consistent in 2024, a stark increase from the 21% reported in 2023. Intriguingly, a substantial portion of this group, 57%, comprises parents, and 56% are individual contributors. Moreover, 23% anticipate an improvement in work-life balance, maintaining the positive outlook from the previous year, while only 8% fear it may worsen.

The ‘big stay’ phenomenon is evident, with a remarkable 70% of all respondents — the majority of which are women (52%) — expressing a commitment to stay at their current companies in 2024. Prior evidence does point to this being dependent on there not being a pay gap.

Nevertheless, it reflects a strong retention intention among female employees. What’s even more compelling is the overall decrease in the intention to leave jobs in 2024, with only 17% of all respondents contemplating a change.

Delving into the ideal work setup, the top choice selected by respondents is an at-will 5-day hybrid week, indicating a preference for flexibility. Next is a preference for a full-time remote setup (20%). Conversely, the preference for a full week in the office garnered 11% of the vote of which women made up the majority (17%).

The data paints a picture of a workforce that values stability in work-life balance, demonstrates a strong commitment to current roles, and seeks flexibility in hybrid work arrangements. This ‘big stay’ year underscores the importance of organisations aligning with these preferences to enhance employee satisfaction, retention, and overall workplace well-being.

5. Room for improvement in women’s leadership development and benefits

The survey reveals that 42% of respondents acknowledge their company’s efforts to promote more women leaders in the past year, while 32% believe gender balance has been achieved. When assessing a company’s attitude towards women, 19% mention values, and 18% highlight company culture. Furthermore, 17% emphasize the significance of women’s visibility in day-to-day operations. These modest responses point to the need for increased significance and innovative approaches to support women’s leadership within company structures.

In examining women-specific benefits, the survey highlights that the most prevalent offerings are extended paid maternity leave (18%), paternity leave/shared parental leave (18%), and childcare assistance (10%). Notably, only 9% of respondents perceived the presence of these benefits in executive leadership, pointing to a persistent stereotype that women are primarily associated with caregiving responsibilities at home. This finding could indicate the need for an overhaul in perceptions and practices to recognise and address the broader spectrum of women’s contributions in the workplace.

The survey findings reveal a fundamental gap in either understanding or willingness on the part of companies to genuinely address the disparities that women face in the workplace. Whether through tangible benefits or direct actions to foster women’s leadership development, the results suggest that there is much work to be done. Bridging this gap is crucial for achieving true gender equality and creating an inclusive, supportive work environment. It signals a call to action for companies to reassess their strategies, adopt more comprehensive measures, and actively contribute to dismantling barriers that hinder the professional advancement and well-being of women in the workforce.

About the survey

The Australian Women Professionals in the Workplace 2024 survey took place over January 2024 and provides insights from an audience of 2000 respondents. Of the respondents, 53% identify as female, 49% as male, and additional categories include 11 non-binary, 9 trans male, 10 trans female, 2 selecting ‘other,’ and 6 preferring not to disclose. In terms of work arrangements, 47% are based full-time in the office, while 40% embrace a hybrid model. The participants represent a varied professional landscape, with 42% working in medium-sized companies, approximately 30% in both small and large companies each. The survey captures voices from a wide range of roles across various sectors, with 61% of respondents having children or dependants. The job roles include 40% individual contributors, 38% managers of people, 8% business decision-makers, and 14% in C-suite positions.

The post IWD 2024: Professional women in the modern Australian workplace  appeared first on HiBob.

With a nationwide reach, this online survey engaged 2000 full-time employed individuals aged 25 and older, with women comprising 59% and men 41% of the respondents. As we delve into hybrid and in-office work environments, this study navigates through determining aspects like pay, promotions, benefits, and leadership. By offering year-on-year comparisons, scrutinizing gaps in perceptions, and exploring the impact of roles or statuses such as parenthood, our initiative seeks to contribute valuable insights to the broader conversation on gender equality and workforce dynamics in the UK professional landscape.

Key Takeaways 

• Majority women miss out on 2023 pay rise and promoted without increased compensation
• Women’s high confidence is undermined as they report feeling less qualified due to their gender
• Women expect a stable work-life balance with optimism, though subtle challenges are noted, disproportionately affecting them
• Female employees spearhead high retention intentions 
• Persistent perception of pay inequality favoring men stems from lack of salary transparency

1. Double whammy: Women majority missing out on a pay rise while also being the largest group promoted without an increase in compensation

Despite an encouraging stability in the perception that women are promoted equally to men (62%), no real change from last year’s 63%, the reality of promotions with pay increases has experienced a decline. 

Contrary to the perception of equal promotion, only 30 % women compared to 34% men, received pay raises in 2023, and they also constitute the majority of those promoted without salary increases. This is at odds with the perception held by the majority (62%) that believe women and men are promoted equally.

This reflects a significant rise from the previous year, where 47% received pay increases alongside promotions.

The outlook for 2024 appears challenging for some, as 29% were not promoted in 2023 and do not anticipate promotions in the coming year, slightly worse than the previous year’s 23%. More women (33%) than men (25%) were not promoted in 2023 or expect to be in 2024.These findings point to existing disparities in promotions and pay increases, urging the need for concerted efforts to bridge the gaps both in reality and perception in order to create a more equitable professional landscape for women in corporate Britain.

Perceptions on career progression differ somewhat too between parents and non-parents. A notable 43% of parents believe men and women are promoted equally compared with 57% among non-parents. Yet, almost two fifths feel having children has had a somehow negative impact on people’s career progress and childless or child-free people believe they are left to pick up the slack created by working parents who leave on time or take time off to care for sick children for example.

The findings point to the impact of personal experiences on perceptions of pay and career equity, and again proving the need for organisations to consider diverse viewpoints to effectively address and bridge such gaps in understanding as well as practice.

2. Women’s high confidence levels are often undermined or eroded by factors related to their gender, creating challenges in the workplace

In 2023, when it comes to confidence in performance, women have experienced both advancements and hurdles. Notably, there has been a substantial increase in the overall confidence level, with 93% of the total sample expressing a strong sense of confidence compared to 40% the previous year. It’s worth highlighting that both men and women show equally high levels of confidence.

This is despite being made to feel less qualified because of their gender compared to their male counterparts.

Of the individuals who reported feeling diminished at work due to their gender, constituting 17% (down from 24% previously) of the total sample, the overwhelming majority were women. Specifically, 79% more women than men comprised this group, highlighting a concerning gender disparity in the experiences of feeling uncomfortable or less qualified to perform their jobs.  Conversely 82% of all respondents said they had never been made to feel less qualified due to their gender (up from 76% previously) and 55% of those respondents are women.This sheds light on the continued need for greater attention towards creating an inclusive and equitable work environment for everyone.

In the broader context, these findings provide insights into the subtle challenges faced by women in the workplace. Despite societal expectations and persistent biases, women continue to navigate professional spaces with resilience and determination.

3. Women anticipate improved work-life balance in 2024, yet concerns linger as female majority foresees challenges ahead

The latest statistics on work-life balance reveal positive trends for both men and women. Nearly half (46%) expect their work-life balance to remain unchanged in 2024, signifying a slight increase for women from the previous year’s 44% and a more significant rise for men, up from 37% in the preceding report.

Conversely, a positive shift is discernible as 22% express optimism that their work-life balance will improve, a modest uptick from the preceding year’s 18%. Within this optimistic cohort, almost two-fifths are women, signaling a collective expectation for enhanced equilibrium. However, 14% anticipate a deterioration in work-life balance, a slight increase from the previous year’s 10%. Among this group, a significant 62% are women, emphasising the potential challenges that women might foresee in navigating their professional and personal spheres.

Indeed the top three most compelling reasons driving individuals to the office, each resonating with 41% of respondents, include face-to-face interactions, because it is mandated, and a desire to be an integral part of the office culture and social fabric. This compares with the previous year where face-to-face interactions, though still dominant, have seen a modest increase in preference this time round. Visibility with managers, which held a 27% share in the previous year, has been surpassed by company mandate, suggesting a potential reevaluation of priorities which may be disproportionately affecting women who have concerns about juggling home and work life.

When delving into the preferences for flexible work models among respondents, a clear trend emerges, particularly with regards to gender dynamics. This year, a notable 37% express a preference for a 5-day hybrid workweek, where employees have the flexibility to choose when and where they work. Surprisingly, 22% lean towards a full-time work-from-home arrangement, and 17% opt for a traditional full week in the office. 

Comparing these results with the prior year’s data reveals a shift in preferences. In the previous year, the top choice was a hybrid setup (25%), followed by 5 days in the office (18%), and 5 days at home (15%).

The gender breakdown of these preferences adds a nuanced layer to the analysis. Within the 37% opting for a 5-day hybrid week, the majority, a substantial 62%, are women. This indicates that women, more than men, find appeal in a flexible work arrangement that allows them to balance remote and in-office work seamlessly. 

Similarly, among the 22% who lean towards full-time remote work, a significant 64% are women, highlighting a strong inclination towards the flexibility and autonomy associated with remote work among female respondents.

These insights allude to the importance of tailoring flexible work policies to accommodate diverse preferences, with particular attention to the needs and desires of women in the workforce.

4. Key trends in 2024 workplace dynamics include a high job retention rate with women comprising a significant majority

When it comes to respondents’ outlook on job retention and mobility, a substantial 74% express their intention to remain with their current employers in 2024, reflecting an increase from the previous year’s 68%. Within this majority, women constitute a significant 58%, pointing to their commitment to the organisations they currently belong to.

When asked about the factors that could potentially lead them to consider changing jobs, the top three responses provide valuable insights. An overwhelming 83% cite a pay increase as a decisive factor, with 60% of this group being women. This emphasis on financial incentives echoes a prevailing concern for equitable compensation, particularly among female respondents. Following closely, 53% indicate that flexible work conditions would be a compelling reason to switch jobs, and notably, 55% of these individuals are not parents. This suggests that flexibility holds broad appeal beyond the parenting demographic. Job security, at 32%, rounds out the top three reasons, reflecting a shift from the previous year’s priorities where pay, flexible work models, and a strong and healthy workplace culture held the top positions.

The comparison between the current and previous year’s data reveals evolving preferences. While last year’s top considerations were primarily centered around pay, flexible work models, and workplace culture, this year’s respondents place a heightened emphasis on financial rewards and job security. Understanding these dynamics can inform employers in tailoring strategies to retain talent, ensuring that organisational offerings align with the diverse needs of employees, taking into account gender differences and family structures.

5. Vital steps needed if companies are to improve on pay transparency and equity for women

With regards to the issue of pay parity, the findings pay gaps between men and women persist as crucial points of concern. While 66% of respondents believe that men and women are paid equally, reflecting a slight increase from the previous year’s 61%, only 1% believe that women are paid more, indicating a persistent perception of pay inequality favoring men.

This discrepancy may stem from the lack of transparency in salary information, as close to one third (29%) state that their organisations do not publish salary information and ranges for job descriptions—an increase from the previous year’s 26%.

The transparency in pay information is crucial in addressing and rectifying pay disparities as well as people’s perception of them. 

Notably, only 27% of respondents are unsure if their companies offer women-specific benefits, down from the 30% reported in the previous year. This improvement suggests a growing awareness and understanding of the benefits aimed at creating a more equitable workplace. However, there is still progress to be made, as 20% state that their companies do not offer women-specific benefits.

Examining the workplace environment, 36% of respondents claim not to experience a particular attitude towards women in their companies, which is an increase from the 26% reported last year. Nevertheless, 33% note that they gauge their company’s attitude towards women in the visibility of women in their day-to-day operations. This shift from the previous year’s top responses—day-to-day visibility (38%), company culture (31%), and company values (28%)—points to the evolving dynamics in assessing workplace gender equality.

While strides are being made in addressing pay disparities and fostering an inclusive work environment, the persistence of perceptions and the need for increased transparency underscore the ongoing challenges. Recognising these nuances is crucial for organizations to implement effective measures that not only bridge the gender pay gap but also cultivate an environment where women feel valued and represented.

About the survey

The UK Women Professionals in the Workplace 2024 survey took place over January 2024 and provides insights from an audience of 2000 respondents.  Of the respondents, 59% are female, while 41% are male. Additionally, there are participants who identify as non-binary (9), trans male (2), trans female (2), and one who ticked the ‘other’ box. In terms of work arrangements, 44% are based full time in the office, while 43% adopt a hybrid working model. Geographically, 20% are located in London, 20% in the Southeast, and 10% in Scotland, with smaller distributed representation from other regions. Company sizes vary, with 35% working in medium-sized companies, and approximately 31% in both small and large companies. About 21% hold customer-facing roles. In terms of family structure, 54% do not have children or dependants. The professional roles of the respondents include 48% individual contributors, 30% managers of people, 11% business decision-makers, and 10% in C-suite positions.

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HiBob conducted its annual Women Professionals in the Workplace study in January 2024. It  analyzes responses from 2,000 full-time female (54%) and male (46%) professionals aged 25 and older who worked in a hybrid or in-office workplace in 2023 to explore their views of gender related issues in the workplace that are impacting women.

This study offers valuable insights into the experiences of professional women as perceived both by men and women regarding several gender-related issues, including compensation, promotions, salary, and work-life balance to comprehensively examine the numerous challenges and opportunities women face in the modern workplace.

Key Takeaways

• Perceived gender gaps in pay and promotion diverge from the actual workplace reality
• Women express lower confidence levels around taking time off
• A ‘Big Stay’ trend for men and women in 2024, united by priorities of pay, flexibility, and job security
• Women lean towards 5-day work-from-home model for optimal Work-Life balance
• Women encounter ongoing challenges in terms of inclusivity and credibility at leadership level

1. Perceived gender gaps in pay and promotion diverge from the actual workplace reality

Despite companies professing equal opportunities, a conspicuous divergence in the perception of pay and promotions between genders persists within corporate America. An overwhelming 80% of men espouse the belief in parity in promotion opportunities for both genders, a sentiment shared by only 61% of women.

Conversely, twice as many women (35%) feel that men are promoted more frequently than women compared to men (16%).

The data further reveals a discrepancy in the tangible outcomes of promotions. More men (38%) received promotions with pay increases in 2023 compared to 32% of women, though this is an increase for women of 22% in 2022. Additionally, a significant gap emerges in the realm of benefits, with 17% of men experiencing increases, more than double the 8% of women similar to results in 2022 which showed 15% of women compared to 23% of men received increases in benefits.

Women also have to defer aspirations, as 12% report not being promoted but anticipate something in 2024, compared to the 8% of men in similar situations. The struggle for recognition and advancement becomes even more apparent as twice as many women than men did not receive any promotion in 2023 and do not anticipate one in 2024. These findings underscore not only the perceptual disparities between genders but also the tangible challenges and inequities experienced by women in corporate America.

Furthermore, 82% of respondents affirm that their organizations do not disclose salary information, perpetuating opacity.

Alarmingly, 22% of women perceive bias against working mothers in promotional processes. This gendered narrative extends to salary perceptions, with 34% of women believing men receive higher compensation for equivalent roles, while 82% of men contend that pay is equitably distributed.

These findings emphasize the need for organizations to address both perceived and real gender disparities to create a more fair and inclusive workplace. Prioritizing fairness, equity, and transparency in pay structures not only aligns with evolving employee expectations but is also crucial for attracting and retaining talent, contributing to overall organizational success.

2. Men and women share desires for enhanced paid time off, yet women express lower confidence in taking time off

This year’s cohort advocated for enhanced time off and improved parental leave policies, even ranking these priorities higher than improved health coverage and more flexible work schedules. The survey indicates that 18% of respondents are eager for more paid time off, while 16% prioritize better health coverage, and 15% seek a more flexible work schedule.

A respectable 60% of women say that their organizations actively encourage employees to take the full time given off for parental leave but compared to 75% of men this may indicate women may feel under more pressure not to take as much time off for maternity leave.

These findings highlight the changing expectations of the workforce, placing a growing emphasis on benefits. Organizations must address gender-specific short falls in offering and encouraging the uptake of specific benefits designed to level the playing field.

3. A ‘Big Stay’ trend for men and women in 2024, united by priorities of pay, flexibility, and job security

In the professional landscape, confidence plays a pivotal role, and it’s intriguing to explore the gender dynamics at play. Both men and women exhibit high levels of confidence in their performance, with 73% of men and 65% of women expressing assurance in their abilities – a significant drop from 2022 where levels of confidence for women were at 86%.

This confidence spectrum becomes particularly interesting when examining career intentions. Despite potential concerns, a significant 81% of all respondents have no plans to leave their current roles, indicating a “big stay” trend in 2024.  In 2022 only 67% of women cited intention to stay in their roles.

However, when exploring the factors that could tempt individuals to consider leaving, men and women align on their top three priorities of an increase in pay followed by the desire for more flexible work arrangements, and in third place enhanced job security.

These results prompt reflection on the intricate relationship between confidence, career choices, and the evolving priorities that shape professional journeys.

4. Women more inclined towards work-from-home model in a bid for flexibility and better work-life balance

When it comes to preferred work models and anticipated work-life balances in the coming year, the collective aspirations converge around three main models. The most popular choice overall is: 5 days in the office (32%) followed by a 5-day at-will hybrid (27%), and in third place with 24% 5 days from home.

However, within this shared vision, there are some clear distinctions shaping preferences between genders. Men gravitate towards the familiarity and camaraderie of 5 days in the office (38%), emphasizing the importance of face-to-face interactions and the established routine of an office environment while women carve out a distinctive path, showing a significant inclination towards a 5-day work-from-home model (31%). 

In fact, twice as many women than men prefer a full remote work model which speaks to a desire for flexibility and a personalized approach to balancing professional and personal spheres.

For men, the mandate of face-to-face interactions (17%), and the need to delineate work-from-home life (13%) top the list. Women, too, value mandated face-to-face interactions (18%) and also highlight the imperative of creating a clear boundary between their work and home environments but they also felt more obliged than men to be present with18% citing (down from 40% in 2022 )they went because it was required compared to men (14%).

Amidst these choices, a small but notable deviation emerges when contemplating expectations for work-life balance in 2024. While a majority of men (57%) anticipate an improvement in their work-life equilibrium compared to 47% of women, slightly more women (8%) than men (6%) believe it will be worse though overall only a small group of the total respondents (7%) state this. In this evolving narrative of work preferences and future expectations, the dialogue between men and women paints a vibrant picture of a workforce navigating a landscape defined by diversity, adaptability, and the quest for an optimal work-life synthesis.

5. Women perceive a lack of commitment from their companies in fostering their leadership development

In understanding how companies showcase their commitment to gender equality and women’s progress, distinct patterns emerge in perceptions. For men, the connection lies in the overall organizational culture, with 16% highlighting this link. Conversely, women place more importance on daily visibility, as 17% consider it a crucial factor. Notably, 21% of women feel their companies lack a specific allegiance to women, suggesting a need for more focused initiatives in this regard.

As to the question of whether their companies have shown visible commitments to developing women leaders in 2023, men and women again have different views. Nearly double the number of women (29%) compared to men (15%) don’t believe their companies are visibly committed. On the other hand, more men (53%) than women (38%) feel that their companies are making visible efforts to develop women leaders.

Digging deeper into the personal experiences of employees, a concerning trend emerges. Despite the progress made, 22% of women report having felt less qualified due to their gender, a sentiment shared by 15% of men. This discrepancy is accompanied by a noteworthy difference in the frequency of these experiences, with 43% of women encountering such feelings every few months, compared to 33% of men.

These findings underscore the persistent challenges that women face in the professional realm, urging a continued focus on supporting and building inclusive environments that work towards dismantling barriers to gender equality.

6. Women are equally as confident as their male counterparts in their ability to perform their roles well. 

Women in the US feel confident in their performance. 86% of women surveyed reported feeling very or mostly confident, a similar percentage to male respondents. 

Conclusion

 The findings underscore the persistent disparities faced by US women in the professional realm, highlighting evident discrimination in what they are paid, how often they get promoted, and the value of the benefits they received, compared to their male counterparts. 

Professional women working in the US continue to encounter challenges that impede their progress, indicating a concerning lack of commitment to their leadership development. The expectations around traditional work models, demanding physical presence in the office, may contribute to these issues, particularly for those seeking more flexibility or a fully remote work model. Despite these challenges, the majority of women opt to stay in their current roles, deferring their aspirations in the hope for positive changes in the coming year. The data strongly suggests that concerted efforts are needed to rectify the imbalances and create a more equitable environment for women professionals in corporate America.

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The study comes at a time when women are still facing significant challenges, such as an average pay gap of 18% compared to their male counterparts. This disparity, among other factors, paints a clear picture of the elusive nature of gender equality in the foreseeable future.  The 2022 study from the Institute of Economic and Social Research in Düsseldorf unveils this stark truth for women in the German workforce. 

And more recently, Germany unveiled a new chapter in its diplomatic narrative with the recent introduction of feminist foreign policy guidelines that seek to take gender equality and women’s rights to the forefront of the country’s external relations.

By looking at perceptual and real gaps, this initiative aspires to contribute to the ongoing dialogue surrounding gender equality and workforce dynamics within the German professional landscape.

Key Takeaways

• Women are persistently at a clear disadvantage when it comes to salary and career progression   
• Women see flexibility as a more significant catalyst for changing jobs following a year that saw the highest number of layoffs compared to men
• Women still feel the pressure of presenteeism for career progression
• A lack of salary transparency are ongoing challenges for women professionals in Germany seeking equal pay
• Despite quotas, women still lack genuine company support for leadership development

1. Women face distinct inequities in pay and promotions, exacerbated by widespread misconceptions about their professional experiences

The professional landscape for women reveals a complex narrative shaped by perceptions versus realities experienced by women professionals. While a majority of men (71%) believe that there are equal opportunities for promotions, only 53% of women share this view.

A striking 41% of women believe that men are promoted more frequently and swiftly, contrasting sharply with the 6% of respondents who feel women experience faster promotions.

In terms of pay, 34% received raises in 2023, with a significant gender gap as 37% of men enjoyed salary increases compared to only 29% of women. A notable portion, nearly a fifth (19%) of all survey participants, reported not receiving any form of increase or promotion in the year 2023. Within this group, a higher percentage of women (22%) experienced this compared to men, where the figure stood at 17%.

A concerning 19% did not witness any form of increase or promotion in 2023.

Confidence levels present another dimension, with 82% expressing confidence in their performance. However, there is a gender divide as 84% of men exhibit confidence, while only 57% of women feel similarly assured. Fortunately, only 3% struggled with confidence, but the overall picture underscores the subtle challenges women face in salary, promotions, and confidence levels within the professional sphere.

2. Women prioritise flexibility over pay as a motivation for changing roles, and notably, they experienced the highest number of layoffs among all groups in 2023

In 2023, twice as many women experienced layoffs compared to men. Meanwhile, in 2024 many people (mostly men 66%) are consciously choosing to stay in their jobs, with 71% saying they plan to stick with their current roles though alarmingly only 13% of women form part of this group, indicating a prevailing trend for women to consider changing jobs as a means of seeking greater job security.

Overall, this broader inclination towards stability may be influenced by ongoing uncertainties related to geopolitical factors and sluggish global economies.

When exploring the motivations behind considering a job change, the majority (17%) across genders express a preference for leaving for a pay increase. Following closely are desires for more flexibility and increased job security. A noteworthy gender divergence emerges as women lean towards flexibility, with 66% indicating a willingness to leave for more flexible work arrangements, compared to 13% who would consider leaving for a pay increase. On the other hand, men do not show a clear preference between pay and flexibility, with 17% favoring a pay increase, 12% desiring more flexibility, and 8% seeking increased job security.

The prevailing sentiment toward flexibility is further underlined by the majority of respondents expressing a preference for a hybrid work model, signifying that flexibility has become a staple in work expectations. Although it is worth noting that 34% of women prefer set days in the office over at will choice.  

Additionally, the data reveals an interesting nuance regarding work hours, with more women (16%) favoring a 4-day workweek in the office with pro-rata pay compared to men (6%). While this specific model is not universally popular, it reflects the diverse preferences within the workforce.

These results point to a growing trend towards ‘the Big Stay’ of job retention, possibly driven by the uncertainties of the current global landscape. The gender differences in preferences for staying in roles and motivations for job changes highlight the wide divergence in experiences of men and women in the workplace. The emphasis on flexibility with structure, especially among women, indicates the nature of work expectations are evolving, and businesses ought to think about accommodating gender specific needs and preferences within the professional sphere.

3. Women continue to experience the pressure to be visibly present at work for the sake of advancing in their careers

Top reasons for going to the office in general appear to revolve around being with people both on a professional and social level – despite the increasing prevalence and preference of hybrid models and more flexibility. The allure of face-to-face interactions persists, leading the top reasons for going into the office.

Visibility with colleagues (18%), direct interactions with teams (18%), the desire to maintain a boundary between private life and work (13%), and the yearning to be an integral part of work culture (12%) encapsulate the essence of the office as a hub of professional connectivity.

Delving into gender differences, it becomes evident that men, to a greater extent (19%), prioritise going to the office for visibility, compared to a lower percentage of women (6%). A parallel trend is observed in the valuation of face-to-face interactions, with 17% of men considering it a top reason, while only 8% of women share this sentiment. Notably, a distinctive perspective emerges among women, with 20% citing a change of scenery as their primary reason for going to the office, surpassing the overall response rate of 9%.

As we peer into the expectations for work-life balance in 2024, the findings show a majority of 42% anticipate no change in their work-life balance compared to the preceding year, with a slightly higher number of men (45%) holding this view compared to 38% among women.

Optimism is also shared among both genders, as 22% of men and women envision an improvement in their work-life balance in the coming year.

4. Continued pay disparity and a lack of transparency in salary information pose persistent challenges for women professionals in Germany

In the corporate landscape of Germany, a stark disparity in perceptions around gender pay equality and transparency comes to light. A mere 3% of women believe they are paid equally to men for the same roles, standing in stark contrast to the more optimistic view held by 48% of men.

Nearly half of women (48%) sense a prevailing gender pay gap, while a slightly lower 37% of men share this concern. The curtain of salary transparency remains partially drawn, with the majority (31%) stating that their companies do not disclose salary information. Notably, 28% of women express uncertainty about the efforts made to improve salary transparency, a sentiment echoed by a mere 5% of men.

Regarding women in leadership, a concerning 39% perceive a lack of commitment from their companies in introducing or encouraging gender diversity at the top, juxtaposed against the 30% who believe that their companies have already achieved a balance of women in senior roles. 

These findings illuminate the need for concerted efforts by business and industry to address these chasms and foster a more equitable professional landscape for women professionals.

5. Women continue to face lack of genuine company commitment to leadership development despite introduction of quotas

The landscape and outlook for women in leadership roles within German companies continues to be plagued by persisting challenges. A notable 39% of respondents feel that their companies lack a genuine commitment to promoting women into leadership positions, indicating a stubborn reluctance on the part of industry to commit to improvements in this space.

Meanwhile, 30% report their companies as having attained a balanced representation of women in senior roles – a view held more by men (29%) than women (15%).

Interestingly, 19% observe company attitudes toward women through daily visibility, a perspective held by a higher percentage of men (19%) compared to women (8%). However, only 16% perceive these attitudes at the management level, with a marked gender divide as 4% of women agree, compared to 16% of men. The impact of women quotas is a subject of scrutiny, as 15% of women feel that the existing quotas are not affecting substantial changes, a sentiment shared by only 8% of men.

As we consider the implications of these findings in the evolving landscape of hybrid work, the data suggests an uncertain and obstacle filled journey for women seeking career progression to senior leadership. The figures beckon for a continued push toward more genuine commitment by companies to gender diversity in leadership, and the effectiveness of quotas remains a matter of reflection for ensuring tangible and equitable outcomes for women in the professional realm.

About the survey

The German Women Professionals in the Workplace 2024 survey took place over January 2024 and provides insights from an audience of 2000 respondents.  Of the respondents, 45% are female, while 55% are male. In terms of work arrangements, 35% are based full time in the office, while 47% adopt a hybrid working model. Company sizes vary, with the largest cohort (47%) working in medium-sized companies. The occupational spectrum is broad, with the largest cohort, 18%, engaged in engineering/tech and development.  Additionally, 73% of the participants are parents or have dependents, highlighting the intersectionality of their professional and personal lives. In terms of roles, 54% serve as individual contributors, while 46% hold managerial positions, overseeing teams within their respective organisations.

The post IWD 2024: Professional women in the modern German workplace appeared first on HiBob.

In February 2023, we conducted our second annual in-depth study on “Women professionals in the modern workplace.” We wanted to see how two remarkable years of balancing life and work through the pandemic and a third year fraught with layoffs, record inflation, and a looming global recession have affected professional women around the world. 

We aimed to learn more about women’s perspectives on their places of work and how these extraordinary times of tumultuous change have impacted them. 

In both studies, we interviewed 3,000 professional women: 1,000 in the United States, 1,000 in the United Kingdom, and 1,000 in Australia. All of our respondents were 25 and older and worked full-time hybrid, remote, or on-site throughout the last three years (2020-2022).

Women’s confidence in performance thrives when nurtured

Last year, it was gratifying to see that the majority of women felt confident in their performance (91 percent in the UK and 78 percent in the US). In this year’s survey, women in both countries felt even more confident, with 92 percent in the UK and 86 percent in the US reporting that they feel confident in their performance. However, women’s confidence fell from 57 to 52 percent in Australia. 

We also asked our respondents whether a colleague had ever made them feel uncomfortable or less qualified in the workplace because they are women. In the UK and US, the results were good, but definitely have room for improvement. The good news is that things improved in these countries. 

In last year’s survey, 74 percent of respondents in the UK reported that they had never been made to feel uncomfortable or less qualified in the workplace because of their gender. In this year’s survey, 77 percent reported the same. 

In the US, 65 percent of respondents in last year’s survey reported that they’d never been made to feel uncomfortable or less qualified, and this jumped to 68 percent in this year’s survey. 

In Australia, though, the numbers fell from 56 to 55 percent of respondents reporting that they’ve never been made to feel uncomfortable or less qualified in the workplace because of their gender. 

Considering years past, things are improving, but we still have a long way to go. The goal to eliminate this lies in building healthy company cultures that encourage equity and equality for everyone. As it stands, 32 percent of women in the US, 23 percent in the UK, and 45 percent in Australia still say they’ve been made uncomfortable in the workplace just because they are women.

Professional women and turnover trends

During the pandemic, the Great Resignation saw record quit rates across all industries worldwide. Almost 50.5 million Americans voluntarily resigned from their jobs in 2022, breaking the record of 47 million set in 2021. We were interested in seeing if this trend is set to continue among professional women in 2023, so we asked them.

In 2021, 27 percent of professional women in the US left their jobs and started a new one (15 percent quit, and 12 percent were fired or let go). In the UK, these numbers were much lower—only 15 percent of women changed jobs. Of those, 13 percent quit, and 2 percent were fired or let go. The change was more acute in Australia, with 39 percent of women changing jobs. To compare, 22 percent quit their jobs, and 17 percent were fired or let go.

What does this mean? According to the data, professional women in the UK had a significantly more stable 2021 than women in the US and Australia who underwent major changes in their professional lives.

For the most part, things stayed the same in 2022, with 15 percent of respondents in the UK again reporting that they left their jobs (12 percent quit voluntarily, and 3 percent were fired or let go), 23 percent in the US (13 percent quit and 10 percent were fired or let go), and 43 percent (23 percent quit and 20 percent were fired or let go) in Australia. 

Paying close attention to women planning a career move is good business practice. Looking forward into 2023, we found that some women are still planning on leaving their jobs this year (10 percent in the UK and US and a whopping 21 percent in Australia), despite the economic turmoil battering global markets.

The effect of the economic downturn on women’s concerns about their job security

The tumultuous economy has everyone worried about the stability of their positions. The downturn during COVID had a disproportionate effect on women, and “led to more job losses among women than among men.” To get a better understanding of how the current economic downturn is affecting women and their economic outlook, we asked them how worried they are about being let go.

Almost 60 percent (57) of women in Australia are worried about being let go from their jobs, followed by 47 percent in the UK and 39 percent in the US.

In addition to anxiety over job security, we asked our respondents in the UK how worries about their job security have impacted their decisions when it comes to parenthood and family. Here, the responses are surprising. Despite high levels of anxiety over job security, 33 percent of women in the UK said that they’re not fearful of losing their jobs with regard to getting pregnant or starting a family. Additionally, 25 percent said that job security is not something they have considered with regard to getting pregnant or starting a family. 

This points to a positive trend: Professional women in the UK are confident in their performance and aren’t delaying starting a family due to concerns about job security.

Over in the US, we asked respondents if they thought the economic downturn would impact how companies prioritize the promotion of women. Almost 30 percent (29) reported that they thought the economic downturn will somewhat impact prioritizing the promotion of women, and 23 percent said they thought the economic downturn would not impact prioritizing the promotion of women at all.

During the rounds of layoffs in late 2022 and early 2023, DE&I initiatives have been the first companies cut from the budget. It would be unfortunate to see women’s advancements decline due to these cuts, especially when the data states that commitment to DE&I isn’t just good for culture but good for business.

Gender equality 

But, economic downturn or not, we’re very interested in gender equality.

Who was promoted over the last two years?

In particular, we wanted to know how women feel they’re being treated when it comes to promotions and pay. 

In last year’s survey, 63 percent of women in the UK said they received either a pay raise, more benefits, a promotion, or a combination of the three. Additionally, 64 percent said the same in the US. For women in the UK and US, things improved: 65 percent of respondents in the UK said they received a raise, more benefits, a promotion, or a combination in 2022; 66 percent said the same in the US. 

In Australia, though, only 50 percent of the women reported receiving any of the three in 2022 versus 55 percent in 2021.

In general, things are on an upward trend when it comes to women’s perceptions about being promoted equally to men. When we asked respondents if they feel women are promoted equally compared to men within their company, 57 percent of women in the UK said yes last year and this year. 

In the US, 54 percent answered “yes” in this year’s survey compared to 53 percent last year. And in Australia, 41 percent of respondents said they feel women are promoted equally compared to men within their company this year versus only 37 percent last year. The ultimate goal for modern workplaces is for all women to feel that they are promoted equally compared to men within their company and that the reasons for promotion are not related to gender at all.

Examining the gender pay gap

Looking at the pay gap has always been a direct and uncompromising way of gauging where professional women stand. Examining workplace advancement through the prism of pay, many women today believe their company pays men and women equally for the same role. 

In this year’s survey, 55 percent of women in the UK said they feel that men and women are paid equally for the same role at their company compared to 53 percent last year. In the US, sentiment stayed relatively the same, with 49 percent saying they feel they’re paid equally to men for the same role versus 53 percent last year. 

Australian respondents reported the largest improvement, with 35 percent of respondents this year saying they feel men and women are paid equally for the same role at their company compared to just 32 percent last year.

Women’s leadership in the workplace

To accurately understand the position of women in a company, we must look at the proportion of women in leadership positions, and company policies designed to promote equity and equality.

When we asked about the balance in female-to-male leadership, respondents reported incredibly significant improvements between last year and this year in the UK, US, and Australia.

A full 55 percent of respondents from the UK in 2023’s survey said they believe their company has made a visible commitment to developing more women leaders in the last year compared to just 32 percent last year. Almost 50 percent of respondents in the US reported the same compared to just 31 percent last year. 

Significant gains were also reported in Australia, with 35 percent saying they believe their company has made a visible commitment to developing more women leaders in the last year versus just 28 percent in the previous year’s survey.

This shows that, overall, roughly half of the companies that employ women are aware of the importance of balancing the ratio of men and women in leadership roles. It also shows that these companies are taking action to bring more equality to their organizations.

True commitment to equality means creating a culture where everyone feels they’re treated equally, and where women and men don’t feel negatively called out due to their gender. Our research showed clearly that a company’s attitude towards women is reflected in its culture and values. We asked our respondents about how company attitudes towards women affect how they feel about their workplace.

There’s still a lot of work to be done here. In this year’s survey, a low percentage of respondents reported that they do not experience a particular attitude towards women at their company (33 percent in the UK, 25 percent in the US, and 29 percent in Australia).

Women-specific benefits reflect an organization’s commitment to inclusivity. Professionals around the globe respect it. Our research showed that women worldwide believe paternity and shared parental leave benefits are essential to achieving gender equality in the workplace. 

When we asked if companies offered shared parental or paternity leave, the percentages everywhere were low. 

In Australia, only 26 percent of respondents said their company offers shared parental or paternity leave (although that’s up 10 percent from 16 percent last year). In the UK, 38 percent said their company offers the benefit, up from 36 percent last year. In the US, 32 percent of respondents said their company offers shared parental or paternity leave in this year’s survey compared to 33 percent last year.

While shared parental and paternity are critical, especially in the modern world, this benefit isn’t the only one companies can offer to improve gender equity and equality in the workplace. 

Women-specific benefits help overcome the unique challenges women face due to their sex. These challenges include overcoming absenteeism because of pregnancy and birth-related health issues, fertility treatments, and the additional complexities of caring for children. Providing women and men with flexibility and expanding women-specific benefits is key to helping all modern professionals achieve work-life balance and perform their best work at peak performance.

Flexible schedules and benefits like extended paid maternity leave, childcare subsidies, fertility treatments, pumping rooms or breastfeeding space, and time off or flexible working hours during menopause are particularly valuable for people with young children, caregiving responsibilities, and a variety medical concerns—but companies in all three countries surveyed can invest much more in benefits like these.

When we asked, only 24 percent of professional women in Australia, 30 percent in the US, and 32 percent in the UK said their employer offers extended paid maternity leave.

Today’s professional women are thriving

International Women’s Day is a time to celebrate women’s professional achievements around the world and gauge how far companies need to go to achieve true and lasting gender equity and equality. While companies still have a long way to go, we can’t ignore the significant progress achieved by the global workplace in recent years.

In the post-COVID world, companies are more flexible and accommodating, and women have enjoyed more benefits and equality than ever before. Widespread flexibility at work has leveled the playing field for professional women and men, allowing families to better balance responsibilities at work and their personal lives. The bottom line? Women are thriving professionally, equal pay and promotions are on the rise, and women are set to make even more headway in gaining leadership roles and career success.

The post Celebrating professional women in the modern workplace appeared first on HiBob.

The survey explores gender-related workplace issues, including compensation, promotions, retention, company culture, salary, work-life balance, and perceptions held of women. The survey’s findings provide valuable insights into the challenges and prospects women in the UK encounter professionally.

Key Takeaways 

1. A significant proportion of professional women in the UK believe that men were promoted more frequently or sooner than women.

While 63% of professional women in the UK believed that both genders were promoted equally, 40% of women disagreed. The perception is troubling because it suggests that female employees may not have equal career advancement opportunities at their companies. The study also highlights gender disparities in promotion rates, with only 16% of women receiving promotions compared to 23% of men.

2. Women were less likely to receive benefits than men.

Compared to their male counterparts, many UK professional women believe they are less likely to receive benefits. According to our findings, only 7% of women received benefit increases, compared to 20% of men. 

3. Women in the UK express higher levels of confidence in their performance than men.

Professional women in the UK were more confident in their abilities than their male counterparts. In the survey, 92% of women said they were very or mostly confident in their work, while 82% of males said the same. Also, only 1% of women acknowledged having constant confidence issues, compared to 6% of men. These findings contradict the notion that women lack confidence in the workplace and that confidence issues are responsible for the differences in promotion rates.

4. Women in the UK are still struggling more than men to achieve a healthy work-life balance.

When it comes to achieving a healthy work-life balance, professional women in the UK face more obstacles than men. Women and men have distinct perspectives on how their work-life balance will change. Women are more inclined to believe that nothing will change, whereas males believe that their work-life balance would either improve or deteriorate. Yet, women value a healthy work-life balance, and flexibility is the top priority when looking for a new job. Women prefer a hybrid workweek that allows them to work from home or the office, and women are more likely than men to choose a 4-day work week. However, there are barriers that women encounter in achieving a healthy work-life balance. Women, for example, are less likely to receive women-specific benefits, such as extended paid maternity leave or time off during menopause.

5. Once women find a job they appreciate, they tend to stick with the company.

The study found that once women find a job they enjoy, they prefer to stay with the same business for a long time. 75% of women, compared to 62% of men, are still working for the same employer they did a year ago. It’s interesting that men were more likely than women to say they were leaving their jobs (14% vs. 10%, respectively) or were planning to do so (15%).

6. Women value flexibility and pay raises more highly than men.

Women prioritise flexibility and pay more highly than men when considering a new job. 58% of women deemed a flexible work schedule crucial, compared to only 42% of men. Furthermore, 77% of women said a pay increase would be a decisive factor, while only 60% of men agreed. The ideal flexible work set-up for both genders is a 5-day hybrid work week, providing the freedom to work from home or the office. Despite women’s preference for a 4-day work week, it seems that flexible, hybrid work models born out of the pandemic are becoming the established choice for most women.

Main Findings

Promotion equality

Do you feel women are promoted equally compared to men within your company?

While the majority of respondents (63%) felt that both genders were promoted equally, a significant proportion of women (40%) believed that men were more frequently or promoted sooner than women. This perception is concerning as it suggests that female employees may not feel they have equal opportunities for career advancement within their company. Additionally, the finding that only 16% of women received a promotion compared to 23% of men highlights the existence of gender disparities in promotion rates. 

Were you promoted in pay, benefits, or position upgrades in 2022?

Approximately one-fifth of the respondents stated they had been given a promotion, yet there was a clear disparity between women and men—16% of women reported being promoted, compared to 23% of men. The study also looked at pay and benefit increases, and there too, women were at a disadvantage. Only 7% of women received pay increases compared to 20% of men. Companies need to address this disparity in promotions to ensure equal opportunities for women. 

Expectations were similar between genders—12% of both women and men respondents expected to receive a promotion in 2023. However, fewer women applied for a promotion—only 3% compared to 7% of men.

Do you feel confident in your performance?

Professional women in the UK are more confident in their performance than their male counterparts. 92% of women stated that they felt very or mostly confident, compared with 82% of men. Additionally, only 1% of women admitted to constantly struggling with feeling confident in their performance, compared to 6% of men.

Do you expect your work-life balance to improve in 2023?

Women and men had different expectations when it came to work-life balance. A higher proportion of women predicted that there would be no change in their work-life balance, whereas men were more likely to forecast that their work-life balance would either be better or worse in the future.

Turnover

Did you leave your job in 2022?

The results indicate a clear pattern of job stability among a significant portion of women—a whopping 75% of women are still employed at the same company as they were last year compared to only 62% of men. It might be because women are afraid they won’t find another job, while men are more confident in this respect. Interestingly, a higher proportion of men reported quitting their job (14%) or planning to leave (15%) compared to women (12% and 10%, respectively), also pointing to a gender-based difference in job mobility. 

What would convince you to take a job with a new employer?

Women are most focused on flexibility and pay when considering a new job. 58% stated that a flexible work schedule would be a deciding factor in accepting a new job, compared to only 42% of men. When it comes to pay, the difference is even greater—77% of women said an increase in pay would be a deciding factor, while only 60% of men said the same.

On the other hand, women are less drawn to mentorship, with only 12% saying it would influence their decision to take a new job, compared to 19% of men. However, the study also reveals similarities in priorities between the genders. Both women and men place similar weight on factors such as clear paths to promotion, a positive company culture, learning and development opportunities, and job security. 

Recognising and addressing the diverse priorities and needs of employees, particularly those of women, can help employers create a fulfilling and accommodating workplace for all employees.

What is your ideal flexible work setup?

The most popular ideal flexible work set-up is a 5-day hybrid workweek with the freedom to work from home or at the office. Both women and men are in favour of this flexible arrangement. In contrast, the option of a set, 5-day hybrid working week was not as well received, with only 10% of women in favour.

Women are more inclined toward a 4-day work week than men—19% vs. 13%, respectively. However, the idea of a 4-day week coupled with a 20% pay decrease was a non-starter, garnering only 5% support from respondents with little gender disparity. These findings suggest that the flexible, hybrid work models born out of the pandemic have become the preferred choice for the majority of women and men employees.

What are your top reasons for going into the office?

Despite both groups agreeing that face-to-face interactions with colleagues and team members are crucial, the results suggest that women are more likely to come to the office to develop social connections or due to company requirements, while men focus more on their career advancement. 32% of women respondents reported going to the office due to a company requirement, while only 19% of men reported the same.  However, only 8% of women view coming into the office as essential for their career progression or accessing new opportunities, while 20% of men held the same viewpoint.

Pay Parity

Do you feel that men and women are paid equally for the same role at your company?

The results of the study indicate a significant difference in perception between women and men regarding pay equality in the workplace. Only 55% of female respondents believe that women and men are paid equally for the same role, while 67% of male respondents share the same belief. On the other hand, 27% of all respondents believe that men are paid more than women, with a higher percentage of women (35%) holding this belief compared to men (18%). 

These results suggest that there is still a significant pay gap between women and men, and more work needs to be done to close it. The difference in how women and men see the pay gap is also worth noting and could point to the need for more pay transparency.

Is your organisation making efforts to improve salary transparency?

Both women and men believe that their organisation is not making efforts to improve salary transparency. Almost twice as many women (33%) as compared to men (19%) reported that their organisation does not publish or share any salary information whatsoever, and only 24% of the women respondents said their organisation publishes salary information and ranges for job descriptions. 

This raises concerns about how transparent and equitable the pay process is in organisations. Transparency in salary information is key to building trust and a sense of fairness and should be a top priority for organisations.

Has your company made a visible commitment to developing more women leaders in the last year?

Despite the fact that 37% of respondents believe their company has made a clear commitment to promoting more women leaders, the number of women promoted in 2022 was significantly lower than the previous year. The gender gap is also evident in the results, with fewer women (32%) believing that their company has made a visible commitment to developing more women leaders compared to 42% of men. Further reinforcing a perception of gender inequality, a higher percentage of women (35%) believe that their company has not made a visible commitment to developing more women leaders compared to men (22%). 

Overall, these results show that companies need to do more to create a more inclusive and fair workplace and close the gap between what people think and what is actually happening.

Attitude towards women

Does your company offer, or have they expanded, women-specific benefits?

Although 32% of women stated that their company offers extended, paid maternity leave, 39% of women said their company does not offer any women-specific benefits at all. The data also reveals a striking contrast between male and female perceptions of women-specific benefits. For instance, 32% of women said that their company offers extended paid maternity leave, while 43% of men agreed with the statement. The discrepancy indicates that men may not be aware of the benefits they do not utilise themselves. 

Menopause and the workplace

Menopause is a natural and inevitable part of many women’s lives that can affect their wellbeing and productivity at work. Menopausal women make up a large and ever-growing demographic in the UK workforce. The Office for National Statistics reports that approximately 4.5 million women of menopausal age are part of the UK workforce, but alarmingly, one in 10, or 900,000 women, have left their jobs due to menopausal symptoms. To reduce absenteeism, employers must prioritise effective symptom management.

However, HiBob’s research reveals a worrying disparity in the perception of menopausal support in the workplace. While only 16% of women reported their company offered women-specific benefits, such as time off or flexible working arrangements during menopause, 27% of men claimed their company did.

Considering this, companies should prioritise menopause benefits and communicate their efforts transparently to support and value women in the workplace. Failure to do so may negatively affect employee retention and morale.

Where do you experience your company’s attitude towards women?

According to the study, the majority of women (41%) believe that the visibility of women in their day-to-day work reflects their company’s attitude towards women. In contrast, only 27% of women believe that the executive leadership of their company reflects the same. This difference between what women believe to be the strongest indicator of a company’s attitude towards women and the actual representation of women in executive positions speaks to the ongoing challenges faced by women in the workplace. The results also show that there is still a significant proportion of women (24%) who do not experience a particular attitude towards women in their company.

Has a colleague ever made you feel uncomfortable or less qualified in the workplace because of your gender?

The data suggests that gender-based discrimination and bias are still prevalent in the workplace and must be addressed. However, there was not a significant difference between women and men respondents in this area.

Have you witnessed “mansplaining” towards yourself or female colleagues in the workplace?

The good news is that over a third of women and men reported never witnessing “mansplaining” at work. While the overall numbers are relatively positive, it’s notable that women reported witnessing this patronising behaviour at a slightly higher frequency than men. Almost a quarter of all respondents reported witnessing “mansplaining” towards female colleagues at least once a week, while over a third reported witnessing it “almost never.”

These results suggest that while “mansplaining” is still present in some workplace environments, there is also a significant number of respondents also work in gender-bias-free environments, which is a positive trend toward equality in the workplace.

The impact of the current economic downturn

Have worries about your job security impacted your decisions when it comes to parenthood and family?

The majority of women do not feel that their job security will impact their decisions regarding parenthood and family. In fact, women are more secure in this area—33% of women stated that they are not fearful of losing their job when it comes to starting a family, compared to 25% of men.

While it is encouraging to see that a significant number of women are confident in their job security, it is worth noting that a smaller proportion of women (6%) have actually put off getting pregnant or starting a family due to job security fears, compared to 15% of men. There is still some room for improvement in creating a gender-bias-free workplace where women are just as confident in their job security as their male counterparts.

During the current economic downturn, how worried are you about being let go?

Overall, these results indicate that the majority of respondents are not overly concerned about job security during the economic downturn, which is a positive sign in these uncertain times. Women appear to be the least worried, with 39% saying they are not worried, compared to 29% of men. This difference may stem from the fact that men are more likely to consider leaving a job for better job security than women.

Conclusions

Although women professionals in the UK have made some positive strides, there are still many challenges to overcome. 

The positives

Significant strides have been made in recent years, such as increasing representation in leadership positions and implementing policies to address issues such as pay equity and parental leave. 

Women expressed higher levels of confidence in their performance than men. This is an encouraging sign that speaks to women’s competence and their ability to succeed in the workplace in contrast to their male counterparts.

With the trend towards hybrid and flexible work models, many companies have realised that women value flexibility and have diverse priorities and needs. As a result, they are implementing changes to accommodate these priorities.

Even though “mansplaining” is still present in some workplace environments, the good news is that a large number of respondents work in gender-bias-free environments.

When it comes to decisions regarding parenthood and family, the majority of women don’t feel that their job security will impact those choices. It’s an excellent sign that companies are recognising the importance of work-life balance and providing the necessary support to make it possible for women to thrive both at work and home.

The concerns

Women continue to face barriers and biases that can limit their opportunities and advancement. They are significantly more likely than men to believe that men were promoted more frequently or faster. Women were also less likely to receive benefits than men, and they still struggle more than men to achieve a healthy work-life balance. Added to this, women are at a disadvantage regarding promotions, pay increases, and position upgrades. This is compounded by the fact that fewer women apply for promotions compared to men

To create a truly inclusive and equitable workplace, we must continue to challenge these biases and actively work towards creating a culture that values diversity and supports the success of all employees, regardless of gender.

The post IWD 2023: Professional women in the modern UK workplace  appeared first on HiBob.

This report presents valuable insights into professional women’s perspectives and experiences on various workplace issues such as compensation, promotions, salary, and work-life balance. The findings highlight the challenges and opportunities that German women face in the modern workplace, providing crucial information for policymakers and employers seeking to address gender disparities and create more equitable work environments.

2023 Takeaways

1. The majority of German professional women believe that women and men are not promoted equally.   
2. Women professionals in Germany report that women are paid less than men and report low levels of pay transparency.
3. Hybrid and flexible work models have not yet led to a discernable improvement in achieving equal rates of promotions and pay increases for women.
4. Job mobility for women is high—over a third of German women left their job or were fired in 2022 and 19% plan to leave their job in 2023.
5. The economic downturn has decreased job security for German professional women. 

1. The majority of German professional women believe that women and men are not promoted equally. 

A majority (60%) of professional women in Germany believe that there is a lack of gender equality in the workplace, specifically concerning promotions, and that women and men are not given equal opportunities to progress in their careers. Only 40% think that there is equality in promotion rates. Although there was some variation in the percentages according to role, age, and company size, the majority of women in all cross sections in the survey believe that women and men are not promoted equally in Germany. 

2. Women professionals in Germany report that women are paid less than men and report low levels of pay transparency.

The gender gap in the workplace extends beyond promotion, with pay and pay transparency being significant areas of concern. According to the survey results, 45% of respondents believed that women and men are not paid equally, and an additional 19% said that they didn’t know, indicating a low level of transparency regarding pay in German companies. In fact, almost a quarter (24%) of the respondents reported their organization does not share any information about pay or benefits, further compounding the issue. 

Women who are parents were much more likely to believe that women and men are paid equally—46% of women respondents who are not parents believe that there is equality, compared to only 34% of women who are parents. 

A lack of transparency around pay can create mistrust between male and female employees, allowing inaccurate perceptions, preconceptions, and assumptions about pay disparities to persist. This can undermine trust and collaboration between colleagues and potentially exacerbate gender disparities by creating an atmosphere of uncertainty and tension.

3. Hybrid and flexible work models have not yet led to a discernible improvement in achieving equal rates of promotions and pay increases for women.

Although flexible work models have been touted as a way to even the playing field for women in general and mothers in particular, our survey shows that this has not yet fully materialized in Germany. Some good news is that 23% of respondents feel flexible work models have equalized the playing field, and an additional 26% feel they allow women to balance family and home responsibilities better. However, 22% feel that the option for flexible work has made no difference, and 29% feel that women still have less time to dedicate to their careers because of family responsibilities— an important number for German companies to note. 

Again, there is a disparity between parents and non-parents. Parents were more likely to say that flexible work models allow women to balance family responsibilities with their careers. However, they were also more likely to say that flexible work models make no difference when it comes to promotions and that women are still promoted more than men.

4. Job mobility for women is high—over a third of German women left their job or were fired in 2022 and 19% plan to leave their job in 2023.

German women are not staying put in roles that do not provide them with the level of fulfillment or opportunities for professional growth they desire. Our survey indicated a high level of job mobility, including women leaving their jobs, being fired, or planning to leave in the near future. 

Women who are parents are much more likely to leave their job or be let go than women who are not parents. In fact, while 65% of non-parents said they are at the same job in the same company as last year, only 39% of parents said the same. 

5. The economic downturn has decreased job security for German professional women.

According to our survey, 49% of professional German women are either worried about being let go or have just been let go. An additional 16% are neutral, and only one-third of the respondents (34%) are not worried about being let go in the current downturn. 

Parents are much more worried about being let go in the economic downturn—43% of parents said that they were worried about this compared to 27% of non-parents. On the flip side, 56% of non-parents said that they were not worried, compared to only 28% of parents. 

Findings

Promotions, advancement, and confidence

HiBob’s survey clearly indicates that professional women in Germany do not feel they are promoted equally to men—only 40% of women agreed that women are promoted equally within their company, compared to more than half (60%) felt they are not promoted equally. 

Younger women were slightly more likely to believe that women and men are promoted equally, indicating a trend toward improvements in this area for new generations coming into the workforce. 

The survey revealed that there were notable differences in perceptions among respondents based on their job roles. A significant majority (71%) of women in engineering or tech roles felt that men and women were not promoted equally, compared to 54% of women in administrative roles and 56% of those in customer support roles. 

Respondents who hold managerial roles were less likely to believe that women and men are promoted equally when compared to respondents who don’t manage others—37% of managers believed that there is equality compared to 42% of individual contributors. 

Overall perception vs. personal experience of promotions

The issue of unequal promotion is not solely a matter of perception. When it comes to what the respondents have experienced personally in the workplace, a significant proportion—approximately one-third—said that they have not been promoted in pay, benefits, or position in the past year.  While 36% received an increase in benefits or pay, only 10% were promoted to a new position. 

Age also has a notable impact on pay increases. 26% of respondents aged 25-44 reported receiving a pay increase, compared to only 15% of women aged 54 or older. However, it is worth noting that this could be attributed to the fact that older women may already be at the top of their pay scale. 

The survey points to a real difference between parents and non-parents when it comes to pay increases—30% of non-parents report receiving a pay increase, compared to only 18% of parents. In addition, more parents report having recently applied for a promotion in pay, benefits, or position in 2023, indicating that they are not satisfied with their current working conditions. 

The majority of professional German women feel confident in their performance—56% reported feeling very or mostly confident. However, a significant number of the respondents (28%) reported struggling with confidence in their performance. 

Once again, a notable variation was observed between roles. Women in managerial roles felt significantly less confident than individual contributors. 

Respondents in customer success and administrative roles felt significantly more confident in their performance than those in marketing and sales, with fields like finance and HR falling in the middle of the confidence scale. 

Company size also impacts women’s confidence levels. Women in companies with 1000+ employees were more likely to report that they feel confident in their performance and less likely to say that they struggle with confidence than women in companies of other sizes. Women working in small companies with 51-100 employees were also more confident than women working in mid-sized companies with 101-1000 employees. 

Parental status also has a significant impact on women’s confidence. While 71% of non-parent women said they feel very or mostly confident about their performance, only 52% of parents said the same. Likewise, 30% of parents do not feel confident about their performance, compared to only 17% of non-parents. 

The effectiveness of diversity initiatives appeared to vary, with both positive and negative feedback. Almost one-third of the respondents reported a balance between women and men in leadership, and an additional 31% felt that their company has made a visible commitment to developing more women leaders in the last year. However,  37% felt that their company had not made a visible commitment, highlighting the need for continued progress. 

Uncomfortable, gender-related questions in the workplace 

The issue of gender in the workplace is prevalent in Germany, as revealed by the survey results. 40% of the respondents reported that a colleague had at some point made them feel uncomfortable or less qualified because they are a woman. 

The data also showed a slight variation based on age, with older women more likely to have had such an experience compared to their younger colleagues.

Women in senior, C-suite positions were least likely to have been made to feel uncomfortable, with 33% reporting having had such an experience. Comparatively, low percentages of women in sales and HR reported this type of experience. In contrast, more than half of women in marketing and legal roles reported having had this type of experience. 

Perceptions about pay

Our survey showed that there is still work to be done regarding pay equity and transparency in Germany. 45% of the respondents believe that women and men are not paid equally in the German workplace. 

Parental status influences perceptions about pay equity. 46% of non-parent women respondents said they believe women and men are paid equally, compared to only 34% of parents. 

Pay transparency can be key to minimizing the pay gap, changing perception, and building trust. However, pay transparency is low in Germany. Almost a quarter of respondents (24%) said that their organization does not publish or share any salary information whatsoever. Only 14% said that their  organization meets the bare minimum legal requirements for salary disclosure, and only 17% said that their organization shares salary information internally, indicating that there are still significant gaps in salary transparency in the German workplace.  

Women are aware of the pay gap and are looking for ways to minimize it. When asked what would convince someone to move to a new role, 42% of the respondents chose a pay increase. Women were also more likely to be influenced by flexible work models—40% said that the offer of flexible work would convince them to move to a new job. 

Parental status significantly impacts what would convince women to move to a new role. Women who are parents were less likely to be enticed by flexible work models or an increase in pay. They were more likely to be enticed by mentorship opportunities and visible women in leadership roles. 

When it comes to reasons for taking new jobs, different factors were at play for women in different roles. The survey found that women in managerial roles were less attracted by flexible work models than individual contributors, with 35% and 44%, respectively. Moreover, they were also less likely to be enticed by an increase in pay, with only 37% saying it would influence them,  compared to 46% of individual contributors. 

By contrast, women in managerial roles were more likely to be enticed by mentorship opportunities and visible women in leadership roles than individual contributors. 

Work-life balance and benefits 

Following the pandemic, more companies offer flexible, remote, and hybrid work options than in the past. However, our survey shows that professional women in Germany aren’t overly optimistic about the future of work-life balance. 33% expect their work-life balance to be worse than it was in 2022, and 26% expect it to be the same. Only 30% expect it to improve in the coming year. 

Although flexible and remote work models are now common, only 9% of the survey respondents reported that they do not go into the office at all. When asked why they go in, an equal number (30%) reported that there were company mandates to do so or that face-to-face interaction was important to them. Younger respondents were more likely to come into the office because they find it easier to communicate with their manager and team in person. 

When it comes to women-specific benefits, the picture was mixed. A quarter of German women reported that their company offered paternal or shared parental leave, and 22% offered extended paid maternity leave. However, 38% said their company does not offer women-specific benefits.  

There was some disparity between age groups, with the 35-44-year-old age group, the group most likely to have young children, being an outlier. This group was less likely to report that their company offered a nursing or pumping room, and more likely to report childcare benefits were offered. This could be due to heightened awareness—since this group is most likely to be focused on or utilizing these benefits, they may be more aware of what is actually offered than women who do not currently need these benefits. It’s also possible that more women in this age group prioritize jobs in companies that provide for childcare-specific needs.

Women in managerial roles were more likely to report that their company offers women-specific benefits like extended maternity leave, paternity leave, and flexibility around menopause than individual contributors. 

Effects of the economic situation on women in the workplace

The current economic downturn is having a significant impact on professional women in Germany. Almost half of the respondents (49%) were either worried about being let go or have been let go. Older respondents were less worried about being let go than their younger counterparts, most likely because they are more established in their workplace.

There is an extreme discrepancy between parents and non-parents when it comes to job stability. 65% of the non-parent respondents said they were still working at the same company as last year, whereas only 39% of parents said the same. In addition, 21% of parents said they will leave their job in 2023, compared to only 10% of non-parents. 

Conclusions

Overall, while there have been some positive developments for women professionals in Germany, there are still many more challenges that need to be addressed. 

The positives

On the positive side, there is a growing trend towards hybrid and flexible work models that allow for better work-life balance. A respectable proportion of women feel flexible work models have equalized the playing field and feel they allow women to balance family and home responsibilities better.

The concerns

At the same time, while women welcome and value flexible work models, these have not yet led to a discernible improvement in creating equal growth opportunities. Additionally, women in Germany who believe they are paid less than men also appear to face low levels of pay transparency within their organizations. This is compounded by the fact that the majority of professional women believe that women and men are not promoted equally. 

Furthermore, job mobility for women is high, with many women leaving their jobs or being fired in 2022 and a not insignificant proportion planning to leave their job in 2023. This points to the impact of the economic downturn, which has decreased job security for women professionals in Germany, especially for women who are parents.

The post IWD 2023: Professional women in the modern German workplace appeared first on HiBob.

This report offers valuable insights into the perceptions and experiences of professional women regarding several gender-related issues, including compensation, promotions, salary, and work-life balance. It also explores men’s perceptions of women in the workplace to comprehensively examine the numerous challenges and opportunities women face in the modern workplace.

2023 Takeaways

1. Women are less worried about being let go in the current downturn than men.  
2. Women are promoted less frequently and receive fewer benefits than men. 
3. More men than women believe that women and men are paid equally for the same role at their company, and that pay transparency is not impacting the differences yet.
4. More women stayed at their jobs in 2022 than in 2021.
5. Women are mostly motivated to come into the office due to  company mandates and less by preference.
6. Women are equally as confident as men in their ability to perform their roles well. 
   

1. Women are less worried about being let go in the current downturn than men.

Many women are concerned about the economic downturn’s potential impact on their career advancement opportunities—see more about that below in the findings section. However, fewer women than men are worried that they may lose their job due to the downturn, and neither gender feels the economic situation is causing more pressure for them to come into the office.  

2. Women were promoted less frequently and received fewer benefits than men. 

Despite good news regarding pay—an equal percentage of women and men reported receiving pay raises in 2022—the same equality wasn’t seen across the board. Women were promoted less frequently (22% of women compared to 35% of men) and received fewer benefits (15% of women compared to 23% of men) than their male counterparts. 

Women were given equal pay increases as men, and still, increased pay is the factor most likely to motivate women to transfer to a new job. Although nationwide statistics show that women earned less than men in 2022, among professional women, there is more equality when it comes to pay. In our survey, an equal percentage of women reported receiving pay increases in the past year as men—46% for both genders. 

3. More men than women believe that women and men are paid equally for the same role at their company. In addition, pay transparency is not impacting the differences yet and not helping pay parity as of yet.

Overall only 58% of professionals believe that women and men are paid equally for the same role at their company. However, there is a discrepancy between genders. 68% of men believe that men and women are paid equally, compared to only 49% of women. Attempts have been made to improve gender equality through pay transparency regulations; however, progress has been slow. Only 35% of the respondents report that their organization publishes salary information and ranges for job descriptions, and 23% report that their organization does not report or publish any salary information at all. In addition, fewer women than men (31% compared to 41%) report transparency at their company, and more women report no transparency (27% vs. 18%).

4. More women stayed at their jobs in 2022 than in 2021

67% of women respondents said they did not leave their job in 2022, an increase from  60% in last year’s survey. This points to a decline in the Great Resignation and an increase in stability of the job market in the United States. It is that stability that women seem to prefer.

5. Women are mostly motivated to come into the office due to  company mandates and less by preference.

Many companies offer flexible working options, including remote and hybrid work, post-pandemic. Hybrid work means that employees are still coming into the office or expected to come into the office, just not always for the same reasons. Our study showed that more women than men are inclined to come in if they are not required to. 

6. Women are equally as confident as their male counterparts in their ability to perform their roles well. 

Women in the US feel confident in their performance. 86% of women surveyed reported feeling very or mostly confident, a similar percentage to male respondents. 

Findings

Promotions, advancement, and confidence

HiBob’s survey points to a clear difference in perceptions between women and men when it comes to equity in promotions and advancement opportunities. The majority of respondents of both genders believe that women and men are promoted equally, which is good news. But there is still a significant disparity between genders. Only 54% of women agreed that women are promoted equally within their company, compared to 69% of men. Conversely, 46% of women believed that women and men are not promoted equally, compared to 31% of men—a higher percentage than in HiBob’s 2022 study.

Age had a significant influence on the respondents’ perceptions. Respondents ages 25-44 were significantly more likely to believe that men and women are promoted equally than respondents aged 45-54. 

The size of the company where respondents work impacted their perceptions, too. 64-67% of respondents in companies with 500-5000 employees believed that women and men are promoted equally, compared to 53% in companies with 100-500 employees. 

There was variation in perception related to the roles the respondents hold as well. Respondents in marketing, sales, and legal roles were less likely to believe that women and men are promoted equally than respondents in other positions. Respondents in engineering/tech/development, finance, and accounting were most likely to believe that men and women are promoted equally. 

Overall perception vs. actual personal experience

It’s not only an issue of perception but also a difference in what the respondents have experienced personally in the workplace. For example, 35% of men reported being promoted to a new position in the past year, whereas only 22% of women said the same. 23% of men reported receiving an increase in benefits compared to 15% of women, although the same percentage, 46%, reported receiving a pay increase. 24% of women also reported that they had not been promoted in terms of either pay, benefits, or position, compared to just 16% of men. 

Regarding their expectations for 2023, women and men reported equal expectations of promotions. Additionally, equal percentages of women and men applied for a promotion or advancement in 2023. 

The disparity in promotions can’t be explained by differences in confidence. The survey shows that professional women in the workplace in the US are equally as confident in their performance and their ability to do their job well as their male colleagues—84% for respondents of both genders. 

This misalignment is also clear in perceptions of diversity initiatives. Similar percentages of women and men stated that their company already has balanced women/men leadership—31% of men and 30% of women. However,  only 38% of women believe their company has made a visible commitment to developing more female leaders in 2022, compared to almost half (48%) of men surveyed. 

Uncomfortable, gender-related questions in the workplace 

When asked if a colleague has ever made you feel uncomfortable or less qualified in the workplace because of your gender there was a small discrepancy—fewer women, 32%, reported that they had been asked such a question compared to 36% of men. 

Perceptions about pay

Our survey showed that women and men also feel differently about pay equity and transparency. Since statistics show that women earned an estimated 83 cents to every dollar men earned in 2022, that isn’t surprising. 68% of men surveyed feel women and men are paid equally at their company, but only 49% of women feel the same. Likewise, 42% of women thought that men and women were not paid equally, compared to only 24% of men. 

One of the ways to minimize the pay gap and increase trust that people doing the same job with the same skills and credentials receive the same pay is through pay transparency. Without pay transparency, it is difficult to change perceptions and sometimes reality about pay inequality. 

However, despite legislative movement for pay transparency across the US, almost twice as many women (27%) as men (18%) believe their organization is not making efforts to improve salary transparency. Only 45% of women reported that their organization publishes salary information for job descriptions and/or internal roles, compared to 60% of men. 

Women are aware of the pay gap and are looking for ways to minimize it. When asked what would convince someone to move to a new role, 10% more women than men said a “pay increase.” Women were also more likely to be influenced by flexible work models—49% said that the offer of flexible work would convince them to move to a new job compared to 41% of men. 

On the other hand, women were less likely to be enticed to change companies by guaranteed learning and development opportunities—24% compared to 29% of men. They were also less likely to be motivated by the company’s perceived growth and success than men. 

Work-life balance and benefits 

The workplace has changed in recent years due to the pandemic, offering more flexible, remote, and hybrid work options than were available in the past. However, our survey shows that women are more cynical about the future regarding work-life balance. Nearly twice as many women as men expect no change to their work-life balance in 2023, while 37% of men say they expect it to get much better or just “better.” That is despite the fact that more than half (51%) of total respondents said they do not feel more pressure to come into the office due to the current economic downturn.

Women and men also have different reasons for coming into the office. The top reason for men was “interaction with colleagues,” with “easier communication with managers and teams” as their second priority. Women ranked “office mandates” first, with “interaction with colleagues” as their second reason for working from the office.  Women are less likely to come into the office because they think it makes them more visible or more likely to receive promotions—only 40% of women were motivated by those factors compared to 59% of men. 

Across the board, more men think that their companies offer family and women-specific benefits than women do. For example, 50% of men said that their companies offered extended paid maternity leave, compared to only 30% of women. 41% said their company offered shared or paternity leave, compared to only 32% of women. 35% said childcare was offered, compared to 21% of women. 23% said that time off, or flexible work arrangements were offered for menopause, compared to only 12% of women. In fact, 84% of men believe that their company offers some type of women-specific benefits, while only 56% of women believe the same. This may indicate that women’s perception of what constitutes a woman-specific benefit has changed over time.

There is some variation in the women-specific benefits offered according to company size. For example, larger companies with 500-5000 employees were much more likely to offer extended paid maternity leave than smaller companies—42-44% compared to 32-36%. 

The economic situation’s impact on women in the workplace

The economic situation is cause for concern for professional women—42% of women are very concerned that the economic downturn will impact women’s promotions, compared to 34% of men.  

However, women were less worried about being let go in the current downturn than men. 38% of women were not worried about being let go, compared to 30% of men. Only 19% of women were worried about being let go, compared to 29% of men. 

Conclusions

The survey shows a mixed bag of conclusions regarding professional women in the workplace in the US in 2022. 

The positives

There is definitely good news for women in 2022. The fact that an equal percentage of women and men reported receiving raises is a good sign. Fewer women left their jobs than in 2021, indicating more market stability. Plus, women are equally confident in their ability to do their job and less concerned about being let off in the current downturn than men. 

The concerns

On the other hand, the picture is not entirely rosy. First, fewer women reported receiving a promotion or more benefits than men. There are also clear differences in perception between women and men, with men believing that women receive more equitable promotions and more women-centered benefits than women do. Likewise, women are less likely to come into the office for their own benefit but rather do so more due to company mandates. 

The post IWD 2023: Professional women in the modern US workplace  appeared first on HiBob.

This research report was commissioned by HiBob in honor of International Women’s Day 2022 and surveyed 1,000 women professionals in Australia. All respondents were 25 and older and were employed full-time in a hybrid or in-office workplace in 2020 and 2021. This report provides insights on professional women’s perceptions about compensation, promotions, the Great Resignation, the influence of company culture, and more.   
The data also includes breakdowns by company size, role, profession, and age groups, where differences of opinion provide vital insights into the multiplicity of challenges women face in the workplace.

Five key takeaways

1. Only one-third of Australian professional women believe that they are paid equally to men while one-third believe men are paid more 

There’s no way to sugarcoat the fact that only one-third of professional women in Australia believe that men and women are equally paid. Worse, is that one-third believe that men are paid more.  When you break down the respondents, by managerial status, it doesn’t improve. Slightly fewer women senior managers believe that women and men are equally paid (33%) than middle managers (35%) or individual contributors (35%).

2. Australian  professional women struggle to receive advances in pay, benefits, and promotions

While a majority of professional women (55%) received some sort of increase in 2021, whether in pay, benefits, or position, only 38% actually received an increase in pay. Women in senior management positions were more much more likely to be promoted (36%) than middle managers (26%) or individual contributors (25%), but there was much less disparity in pay raises, with 39% of senior managers receiving a pay increase compared to 36% of middle managers and 40% of individual contributors.

3. Many more women expect their work-life balance to improve than stay the same or get worse

When work shifted out of the office during the COVID-19 pandemic, work-life balance became a huge challenge. In 2022, professional women in Australia are optimistic. More than one-third expect their work-life balance to improve (37%), while 29% expect it to stay the same, and 27% expect it to get worse.  The most optimistic groups about improved work-life balance were women in HR (43%) and women in tech (39%).

4. Three times as many Australian women in HR quit their jobs than were fired 

The Great Migration continued in 2021, with 29% of women in HR quitting their jobs compared to 10% who were fired or let go.  Just one-third (34%) of women in HR were working in the same job with the same company, compared to 41% of women in tech and 44% of women in all other professions. More than one-quarter of women in HR expect to leave their jobs in 2022 (27%). This is more than women in tech (13%) or women in all other professions (18%).

5. Pay is critical, but not equally enticing to everyone 

A pay increase was the most enticing reason to leave a job among individual contributors (57%) and middle managers (55%), but only 35% of senior managers agreed. Senior managers reported that flexible work—including flexible hours and remote work—and a healthy company culture were just as enticing as a pay increase.  

Healthy company culture was less important to senior managers (36%) than to middle managers (41%) or individual contributors (43%).  Women in tech were much less attracted to mentorship opportunities (22%) compared to women in HR (30%) or all other professions (28%).

The women-men pay gap 

Do you feel that men and women are paid equally for the same role at your company?

In Australia, only 32% of respondents believe that women and men are paid equally at the company where they work, while 33% believe that men are paid more than women. 20% are unsure and 15% hold that women are paid more.

Breakdown by Company Size

The poor results regarding pay equality are consistent across all company sizes: large (35%), medium (32%), and small(33%). The belief that men are paid more than women was also consistent at large (31%) and medium-sized companies (32%), and even slightly higher at small companies (34%). Slightly fewer women at small companies did not know whether women were paid the same as men (18%) compared to large (21%) or medium-sized companies (20%).   

Breakdown by Role

Slightly fewer women senior managers believe that women and men are equally paid (33%) than middle managers (35%) or individual contributors (35%).  20% of senior managers believe that women are paid more than men, compared to 14% of middle managers or 12% of individual contributors. Only 26% of senior managers feel that men are paid more than women, compared to 37% of middle managers and 36% of individual contributors.

Breakdown by Profession

Fewer women in HR (22%) believe that women and men are paid equally compared to women in tech (25%) or all other professions (34%).  Women in technical positions are also more likely to believe that their company pays men more than women (40%). This is more than women in HR (37%) or women in all other professions (32%).  22% of women in HR believe that women are paid more than men, compared to 16% of women in tech or 14% of women in all other professions.

Breakdown by Age Groups

38% of women 45-54 believe that women and men are paid equally compared to only 29% of professional women over 54.  34% of women aged 25-34, and 32% of women 35-44 believe there is pay equality. 19% of women over 54 believe that women are paid more than men, compared to 14% of women 25-34, 17% of women 35-44, and just 8% of women 45-54.

Promotions and women in leadership

Were you promoted in pay, benefits, or position upgrades the past year? 

2021 was a fairly good year for women getting promotions. 55% of women received a raise in pay, benefits, or position. 38% received a pay increase, while 28% were promoted to a new position.  27% expect a promotion in pay, benefits, or position in 2022.

Breakdown by Company Size

Women at medium-sized companies were more likely to receive a promotion (57%) than women at large companies (52%) or women at small companies (55%). Women at small companies were much more likely to receive a pay increase (40%) than a new position (25%) or an increase in benefits (28%). 30% of women at small companies expect a pay increase in 2022 compared to 27% of women at large companies or 25% at medium-sized companies.

Breakdown by Role

More senior managers (senior directors, VPs, or executives)  received a promotion in position, pay, or benefits (36%) in 2021, compared to middle managers (26%) or individual contributors (25%). 40% of individual contributors received a pay increase compared to 39% of senior managers and 36% of middle managers. 29% of senior managers did not receive a pay raise in 2021, but expect to receive one in 2022, compared to 25% of middle managers and individual contributors.

Breakdown by Profession

Australian women in technical positions were less likely to receive a promotion in pay, benefits, or position than women in other professions. 51% of women in tech received some sort of promotion, compared to 57% of women in HR, or 55% of women in all other professions. 43% of women in HR expect to receive a promotion in 2022, compared to 28% in tech or 26% in all other positions.

Breakdown by Age

Younger professional women aged 25-34 were more likely to receive a promotion in pay, benefits, or position than any other group (57%).  This is slightly more than women 35-44 (54%), women 45-54 (53%), or women over 54 (46%), and quite a bit more than women over 54 (44%).  Only 24% of women over 54 expect a promotion in pay, benefits, or position in 2022.  Slightly more women aged 25-34 (26%)expect some sort of promotion, as do 29% of women 25-34.

Work-life balance & confidence

Do you expect your work-life balance to improve in 2022?

Work-life balance is an ongoing challenge and increased significantly during the two years of the COVID-19  pandemic when work shifted to the home office. In 2022, more women expect their work-life balance to improve (37%), compared to staying the same (29%) or getting worse (27%).  

Breakdown by Company Size

42% of women at medium-sized companies expect their work-life balance to improve in 2022, compared to 38% at small companies or 32% at large companies. More professional women working at large companies expect their work-life balance to stay the same (35%) compared to women at medium-sized and small companies (26% each).  

Breakdown by Role

Women across various roles were in agreement regarding an improvement in their work-life balance in 2022. 35% of senior managers and middle managers expect an improvement, as do 34% of individual contributors.  30% of senior managers believe that their work-life balance will get worse, compared to 26% of middle managers and individual contributors.

Breakdown by Profession

43% of HR women professionals expect their work-life balance to improve in 2022. This is higher than women in tech (39%) or all other professions (33%).  Nearly twice as many women in technical positions expect their work-life balance to get better (39%) than worse (20%). More women in tech are also unsure whether their work-life balance will get better or worse (20%) than women in all other professions (13%) or HR (11%).

Breakdown by Age Groups

Older women are slightly more optimistic about work-life balance in 2022 than other age groups.  36% of women over 54  feel it will improve, compared to 34% of women aged 45-54, 33% of women 35-44, and 34% of women 25-34. Women over 54 are the least pessimistic about work-life balance, with 24% believing that it will worsen, compared to 28% of women 45-54 and 35-44, and 27% of women 25-34.

Do you feel confident in your performance?

Feeling confident in your performance means you feel productive, and that you are aware of your value to your team, and your part in your company’s success. More than half of Australian women professionals report that they are confident in their performance (56%). Nearly one-third (30%) were not confident while 15% constantly struggled with confidence in their performance, and a sizable 14% were unsure.

Breakdown by Company Size

In Australia, women across companies of all sizes were similarly confident in their performance (56-57). Their lack of confidence was similar (29-30%),  but for women at large and small companies, confidence was more of a constant struggle (16%) compared to women at medium-sized companies (12%).

Breakdown by Role

Surprisingly, senior managers were much less confident (48%) compared to middle managers (63%) or individual contributors (62%). Twice as many senior managers constantly struggled with confidence (20%) compared to middle managers (10%) and many more senior managers were also unsure or neutral about their confidence (17%) compared to middle managers and individual contributors (12% each).

Breakdown by Profession
Women in technical positions were almost as confident in their positions (55%) as women in HR (57%) or all other professions (56%),  but the gaps were wider in a lack of confidence. 36% of tech women feel not confident (36%) compared to 33% of women in HR and 29% of women in all other professions.  Women in tech also faced more of a constant struggle with confidence (21%) compared to women in HR (19%) and women in all other professions (14%).

Breakdown by Age Groups

While women over 54 are the least confident (48%), and women 25-34 are the most confident (61%), decreasing confidence is not merely a reflection of age. Women 45-54 were significantly more confident (60%) than their peers who are 35-44 (51%). Women 35-44 were slightly more likely to constantly struggle with confidence (17%) than women 45-54 (16%), women over 54 (15%), and women 25-34 (14%).

The Great Resignation

Did you leave your job in 2021? 

The  “Great Resignation” or “Great Migration” induced by two years of the COVID-19  pandemic continued in 2021, with 39% changing their jobs.  Women were more likely to have quit their job (22%) than be fired (17%). In 2022, 19% of all professional women expect to leave their jobs. While this is down from the overall number of women who changed jobs, it actually represents a slight increase in women who are quitting.

Breakdown by Company Size

40% of professional women at large and small companies changed jobs in 2021 compared to 36% of women at medium companies. Women at small companies were more likely to quit (24%) compared to women in medium (22%) or large companies (20%). Regarding 2022, slightly more women at medium-sized companies are planning to change jobs (20%) than women at small companies (19%) or large companies (17%).

Breakdown by Role

A whopping 46% of senior managers left their jobs in 2021, with 23% quitting and 23% getting fired. The percentage of senior managers who were fired is much higher than middle managers (13%)  and individual contributors (12%). Senior managers were also slightly more likely to quit compared to middle managers (21%) or individual contributors (20%). Just over one-third of senior managers (35%) stayed in the same job with the same company in 2021.

Breakdown by Profession

46% of women in tech (developers and engineers) left their jobs in 2021. Slightly more quit (24%) than were fired (22%).  In HR, women were three times as likely to quit their jobs (29%) than be fired (10%).  Only 34% of women in HR were working in the same job with the same company, compared to 41% of women in tech and 44% of women in all other professions. Many more women in HR also expect to leave their jobs in 2022 (27%), compared to women in all other professions (18%) or women in tech (18%).

Breakdown by Age Groups

42% of Australian women 35-44  left their jobs in 2021. This is more than women 25-34 (38%) and significantly more than women  45-54 (33%), women over 54 (34%).  Women over 54 were less likely to be  fired than average (13% vs.17%), and less than women 45-54 (14%), women 25-34 (15%), or women 35-44 (20%). 23% of women over 54 expect to leave their jobs in 2022, followed by 20% of women 35-44, 18% of women 25-34, and 16% of women 45-54.

What would entice you to take a new job with a new employer?

The top three enticements for Australian professional women taking a new job were: increased pay (48%), flexible work (43%), and a strong and healthy company culture (40%).  

Breakdown by Company Size

Women in large companies were more enticed by an increase in pay (53%) than women in small companies (46%) or medium-sized companies (45%).  Flexible work was less enticing to women at small companies (40%) and medium-sized companies (41%) than at large companies (46%).  Company culture was most important for women in large companies (43%), followed by women in medium companies (40%) and women in small companies (36%). There were significant differences in a path to promotion as an enticement. 39% of women at large companies found it enticing, compared to 30% of women at small companies and 25% at medium-sized companies.

Breakdown by Role

Individual contributors and middle managers are much more enticed by an increase in pay (57% and 55%) compared to senior managers (35%). They also find flexible work more important (48% and 46%) than senior managers (36%). Middle managers were more enticed by company culture (44%) than individual contributors (38%) or senior managers (33%).  A strong and healthy company culture was also less important to senior managers (36%), than middle managers (41%) or individual contributors (43%), but this difference was less pronounced than a pay increase or flexible hours.

Breakdown by Profession

A pay increase is less of an enticement for women in tech (46%) than women in HR (51%) or all other professions (48%). Flexible work is more attractive to women in HR (47%) than women in tech and engineering or in all other professions (42%). Guaranteed learning and development opportunities were much more enticing to women in tech (36%) than women in HR (28%) or all other professions (30%).

Breakdown by Age Group

The value of a pay increase was the most attractive enticement for women 45-54 (56%), 35-44 (47%), and 25-34 (49%).  Only 34% of women over 54 found this enticing. For women over 54, the most popular enticement was flexible work and a strong healthy corporate culture (39%), closely followed by company values (3%).  All age groups were more or less equally enticed by a strong and healthy culture (39% or 40%), placing it clearly as the third most popular enticement

Does your company offer, or have they expanded women-specific benefits?

Breakdown by Company Size

Breakdown by Role

Breakdown by Profession

Breakdown by Age Groups

Where do you experience your company’s attitude towards women? 

Breakdown by Company Size

Breakdown by Role

Breakdown by Profession

Breakdown by Age Group

Has a colleague ever made you feel uncomfortable or less qualified in the workplace because you are a woman?

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