Here are some key takeaways from the fourth-annual Deloitte Women at Work study.
Women report reticence to utilize flexible workplaces, fearing it will harm their promotion opportunities. Photo by Christina @ wocintechchat.com on Unsplash
What you probably already know: The report includes perspectives from 5,000 women in 10 countries, and delves into issues of mental health, workplace support, equity and inclusivity, domestic life, and safety.
What it found:
Half of the women surveyed said their stress levels were higher than a year ago, and two-thirds said they don’t feel comfortable using mental health as an excuse to take time off.
Physical health is also an issue, with 40% of women who experience pain from menstruation, menopause or fertility do not take time off to deal with it.
Half of women with families bear the most responsibility for childcare, an increase over last year, and nearly 60% of women who care for another adult (like a parent) are taking the lead on that, too. This has given rise to the somewhat overused term “sandwich generation” — people with children still on the payroll who are also caring for aging parents.
Just over 30% of respondents said their right to earn an equal wage has deteriorated in the last year.
Concerns about climate change and the political situation inside and outside of their respective countries is on the rise.
Actionable insights for leaders:
Equitable flexibility: A staggering 95% of women surveyed said that taking advantage of flexible working opportunities would harm their ability to get ahead or receive a promotion. Around 33% said that they’re left out of meetings due to hybrid or flexible work environments.
Workplace safety: About half of the respondents said they feel unsafe at work or during their commute. Many have been harassed inside and on the way to the office and 43% say they experienced harassment or microaggressions at work in the last year. A third of women who were sexually harassed did not report it.
Visible progress: Only 10% of respondents said their company was taking the right steps to improve gender equity, and 35% said they wouldn’t recommend their employer to other women. Communication, clear goals and transparency can help combat this.