by Nicole McCabe
Originally published: September 27, 2017
It is no secret that there is a gender issue in business. Women continue to be vastly underrepresented in the workforce, especially when holding leadership positions. According to research from LeanIn.Org and McKinsey & Co. for every 100 U.S. women promoted to manager, 130 men are promoted – leaving far fewer opportunities for women to be on the path to leadership without the access and avenues for growth to accelerate their careers. As a result, only 14% of U.S. women serve on executive committees and only 3% serve as CEOs, according to research from McKinsey & Co.
Several of these recent studies have shed light on this industry-wide problem, prompting organizations to restructure their recruiting and hiring practices to increase women in the workforce. However, one area that is often given less focus is retention – understanding the reasons why women are leaving by career levels. For women who have “shattered the glass ceiling,” are the reasons the same as those starting out in their careers?