What Do Women Want... at Work?

    As of 2021, the job search process has begun to differ for men and women. It's become increasingly apparent that there are various criteria they look for in an employer while searching for a job, which will have drastic implications on their decisions pertaining to employment. Now more than ever before, women prioritize when exploring potential career opportunities. Below you'll find 4 key aspects and a long-awaited answer to what women want... at work.

    Racial and Gender Equity

    Women demand that employers take action on topics of significance like racial and gender equity, as well as put their words into practice.

    As a reaction to the powerful racial justice movement last year, countless businesses have publicly declared their commitment to diversity and taken it further by pledging financial aid for that purpose. Back in the day, during the #MeToo movement, many firms took decisive action and strived for more gender inclusivity within their offices. 

    Recent research has revealed that, when deciding which job openings to pursue, female job seekers now prioritize the employer's perspective on racial and gender equity. This is a significant change in how people – especially women – weigh up their own values against potential career opportunities.

    Despite corporate pledges regarding racial equality, three-fourths of surveyed women remain unconvinced that such statements will lead to any meaningful change in reducing workplace inequalities and biases throughout the U.S. While it may take time for us to see whether the surge of initiatives from last years have a lasting impact on corporate America, there's no doubt that opposing the status quo will certainly bring significant change.

    Remote work = a commodity

    Offering flexible and remote work options is no longer a luxury, but an essential requirement for any business.

    In the past years, countless organizations have seen the advantage of offering more flexible and remote work options - increased employee productivity as well as decreased expenditures. However, those employers that do not embrace this new reality may fail to attract talented staff who no longer desire to spend 40 hours every week in an office.

    An interesting yet somewhat disheartening fact is that, while more men are demanding flexible work schedules and paternity leave to prioritize home and family life, women still shoulder the majority of "second shift" responsibilities: child care, housework, and other household tasks. Furthermore, females are much more likely than males to abandon their careers in order to tend to children.

    A recent study reveals the harsh reality that even when women are able to rejoin the workforce after having children, they often feel unsupported and discouraged. Not only is this a problem in the United States due to the lack of paid family leave and child care assistance, but it has an additional negative effect: drastically decreasing wages and potential earnings growth. Real solutions for these issues include flexible options such as remote work opportunities, flex-time scheduling, dedicated paid leave policies, and comprehensive childcare support; all of which are essential components in retaining talented women employees within any organization.

    Unwavering commitment to equal pay

    A traditional problem for women in the workplace is that they are not compensated as much as their male counterparts for doing the same job. The further injustice to this scenario unfolds when a woman's next employer bases her salary off of what she was making previously, instead of paying her according to industry standards applied within their own company—perpetuating an ongoing cycle of wage discrimination.

    Women desire to work for employers who recognize the worth of their labor and compensate them adequately. Companies that provide an equitable work environment, where all employees are paid fairly and equally regardless of gender or race, will attract female job seekers in search of chances to gain ground among their peers. Such opportunities give women the chance to progress in their careers without any hindrance from discrimination.

    By requiring businesses to submit pay information based on gender and race, more states and cities are taking steps toward ensuring fairness for female workers. To foster equity in the workplace, many companies are now investing in training and initiatives to close the wage gap. This allows them to create an atmosphere of fairness that encourages all employees to reach their highest potential.

    Role models and Mentorship

    Women want to see more female executives in the C-suite, as well as on boards of directors. Female employees need to be able to look up to these women and understand that they too can climb the corporate ladder with enough hard work and dedication. As many organizations realize this need, there has been a concerted effort to bring on more diverse leadership in the form of female executives.

    Having a mentor is also very important for women; mentors can provide invaluable guidance and support that often leads to greater career success. Mentors can help show young professionals the way, provide encouragement during tough times, share advice about difficult situations, and offer an ear when needed. Women need to feel empowered by the knowledge that there is someone they can turn to, who’s in their corner and will always be there for them.

    A recent WomenTech Network survey shows that 95% of respondents believe mentorship can help them advance in their careers.

    We've created a 3-minute survey to find ways to enhance our mentoring program to suit your needs.

    In conclusion, employers should consider ways to make the workplace more equitable for women. This includes offering equal pay, flexible working options, mentorship opportunities, and role models that female professionals can look up to.