I came across this intereting post via Mashable courtesy of Accenture, detailing how Gen Y women are faring in the workforce. Some interesting points:
I thought the statistic that 30% of women said work-life balance is the most important career factor was interesting. Regardless of whether or not children are desired by a woman, I would think that work-life balance remains a pressing concern – particularly given what we know about work-related stress and its impact on our health.
What I found most fascinating, however, was that nearly half of women surveyed said that they felt their career was being held back because of lack of a defined path or lack of opportunities, and a third of them felt that their career path was stagnant. I’d love to delve deeper into that, given how many factors are likely at play – fewer people retiring at age 65 means less opportunity to rise within organizations, job uncertainty makes even attempts at lateral moves to different companies or organizations a risk, lack of mentorship and weak relationships with supervisors are often also culprits. It makes me wonder how this may make women ambivalent about leaving their jobs when they do have families – if they feel no connection or support within the work system, the impetus to return may be low.
Statistics about advocating for themselves in regards to pay raises and clear conversations about career growth are nothing new – studies for many years now have shown that women are less likely to do these things as well as less likely to negotiate salaries during hiring processes as well. But when women are given tips for broaching this subject and outlines for structuring conversations about career growth, they take them – and they are often successful. So how do we make these conversations more natural for everyone to have? How can we incorporate the development of these skills into education for women as well?
Thoughts? Comments? Let me know on Twitter.