McKinsey published the Women in the Workplace 2022 report, highlighting that women show growing importance on opportunity, flexibility, employee well-being, diversity, equity, and inclusion at their workplaces.
‘’Women are demanding more from work, and they’re leaving their companies in unprecedented numbers to get it. Women leaders are switching jobs at the highest rate we’ve ever seen—and at a higher rate than men in leadership.’’ McKinsey noticed from report key findings.
Given that women leaders are just as ambitious as men, but at many companies they may face unfair hurdles to evolve, it is important companies to take action and consider the issues that will not create a level playing field. For example, some women face more bias and receive less support at work due to their traditionally marginalized identities.
As such, it is important to keep in mind the following:
- Women of color appear to be more ambitious despite getting less support
- Latinas and black women tend to feel less psychological safety
- Asian women and Black women are less likely to have strong allies on their teams
- Women with disabilities often have their competence challenged and undermined
- LGBTQ+ women and women with disabilities are more likely to have colleagues comment on their appearance
- Latinas and Asian women are more likely than women of other races/ ethnicities to be asked about their culture
3 reasons why women leaders will leave their companies
- Women leaders want to advance, but they face stronger headwinds than men
- Women leaders are overworked and under-recognized
- Women leaders want a better work culture
7 key practices to drive progress
#1 Track metrics and set goals
Focus on representation in management and senior leadership by gender and race
#2 Hold leaders accountable for progress
Share diversity metrics publicly
#3 De-bias hiring and promotion decisions
Set clear and specific evaluation criteria for hiring and performance reviews
#4 Train managers on topics related to people management and DEI
Facilitating team conversations about diversity issues
#5 Training employees to combat bias and promote inclusion
Provide unconscious bias training
#6 Offer career development programs for women and women of color
Including formal sponsorship and/or mentorship programs
#7 Provide generous healthcare and caregiving benefits
For example, healthcare coverage that includes coverage for mental health
