Get Smart- Pay Smart…debunking why women leave work…
During a meeting with one of the top CEO’s of the country, the selection for this ranking was made by various reputable business publications, I had the opportunity to experience firsthand the deep gap between perception and reality as it pertains to women’s presence in the workforce, and what I call the “convenient truth” . When discussing why women where leaving the company his response was, ”women leave because they do not have a husbands who can help … they need to understand this is a business and work life balance is not possible”… it was clear he had made up his mind and that there was not much more he could do. It was a “social” issue about roles women and men play and that was out of the scope of what he could do.
When I shared with him that the top 4 reason for women of all ages to leave work was not work life balance, but lack of interesting work and stretch assignment, lack of pay parity and feeling valued, lack of mentors and a clear vison for their future, he looked incredulous and shortly thereafter the meeting was over.
In my book I mentioned that “unequal compensation sends a message of devaluing women’s work, which can erode self-worth, kill morale and disincentivizes promising female employees.”
Two recent article published by HuffPost Business and the Washington Post reaffirm my observations and research. What is really frustrating is that I published my book in 2013 and these articles just came out this month.
The Hoffpost Business reports that women, leave their job for better pay, more opportunities, fairness, last in the list are family related issues. What is also an interesting finding is that these are also the reasons men are also expressing…Yet the family- work life balance “convenient truth” seems to continue to occupy an insipid “halo” only around women.
The Washington Post reiterates these finding:
“Surprisingly,” the report reads, “young women identified finding a higher paying job, lack of learning and development and shortage of interesting and meaningful work as the primary reasons why they may leave.”
It’s time to debunk this issue. It’s time to take action!
As always I’m including the articles I have mentioned and may I suggest you not only read, but perhaps, just for a change of pace and narrative, maybe you could champion a meaningful conversation with top leadership to take a second look at this issue? It is costing you money, productivity and loss of talent. Can You Afford to Ignore this?