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A study has shown that women in leadership positions are more likely to leave the companies they work for at the highest rate ever seen. Indeed, when they reach positions, they tend to see their authority shaken and their efforts poorly recognized.

Post-pandemic, discontent grew and women were more likely to quit their jobs, both because they were denied promotions and because they were mistreated at work, with men still taking advantage of promotions, in especially in leadership positions.

According to the Women in the Workplace 2022 report, from McKinsey, in partnership with LeanIn.Org, one of the largest annual surveys of female talent data, in the United States, 10% of women leaders have left their jobs, compared to 9% of men.

The data, obtained from interviews with more than 40,000 women from 333 US and Canadian organizations, reveals that for every 100 men promoted from entry-level jobs to management, only 87 women are promoted. Overall, 60% of the management positions analyzed are held by men.

As a result, men are in the majority in leadership positions and therefore, statistically, rise to higher leadership positions. In this scenario, there are also few women who can be promoted to leadership positions.

Barriers and Diversity

Some barriers faced by women when in leadership positions were highlighted by the report, including having to deal with micro-aggressions that undermine their authority, undermine self-confidence and living with co-workers who take credit for their ideas, in addition to being constantly confused. with someone else younger – about twice as often as men.

Half of the women surveyed hospital management to companies, he claimed that flexibility is one of the main reasons for considering leaving a company, i.e. they are more willing to leave a job, in a certain function, to obtain this they want in another, in the professional aspect.

Also according to the report, leaders praise employers who are committed to diversity and inclusion, and devote twice as much energy and time to collaborating with these values ​​and the well-being of employees, but they are not not recognized – 40% of respondents declare that they are not evaluated positively.

Nearly two-thirds of under-30s surveyed said they could advance in their careers if they had experienced leaders who demonstrated work-life balance, which women appreciate.

In the case of black leaders, the rates are worse. The survey revealed, among other data, that they have 1.5 times more colleagues who speak, suggest or demonstrate that they are disqualified than other women for the functions they perform.

With information Caroline Raiser