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Critical Perspectives on Management - Coggle Diagram
Critical Perspectives on Management
Women in the Workplace
Companies who tap into the female pool of labour have a competitive advantage in the long-term
"opt out revolution"; highly qualified women dropping out of their careers
Why do women leave the workplace?
37% left voluntarily
43% who have children leave
24% leave who need to care for a family member e.g. parent
9% left due to personal health issues
17% left because they felt the job was not meaningful
6% left because the work was too demanding
32% who left had spouses who earned a sufficient income to live off
Re-entry into the Workforce
93% of highly skilled women want to re-enter their careers
46% to have financial independence
38% household income no longer sufficient
43% want to re-enter because they enjoy their careers
16% want to regain status in their profession
Professional identity most important type of identity
40% work full time again
24% work part-time
9% become self employed
only 5% want to rejoin the same company, 0% in the business sector
Consequeces of taking time out
women lose on average 18% of their income when they rejoin
ages 40-44 they earn on average 71% of a man's wage
58% of highly qualified women describe their career paths as non-linear
only a third of women describe themselves as ambitious
obtaining as "powerful position" lowest priority; only 15%
64% want to be flexible with their work schedules
56% want to give back to the community
Lack of recognition reduces women's ambition
Men in the Workplace
12% leave because of childcare and elder care responsbilities
29% switching careers
25% to obtain additional training
12% to start a business
generally leave their job as a strategic repositioning of careers
50% consider themselves ambitious
Solutions for Women in the Workplace
reduced hour jobs; 82% women believe access to reduced hour jobs are important
provide flexibility of hours; 64% women believe flexible work hours are important
flexibility in the progress of their career
remove stigma, change corporate culture; 35% women believe their workplace penalises employees seeking a flexible work life
let women feel they can rejoin the organisation
provide women the option to give back to the community
Nuture ambition: networking programs for women
retain talent, support not punish nonlinear careers
On Ramping: going back into the work force
Off Ramping: taking breaks or leaving altogether