Why Women Leave Leadership (and What To Do About It)

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While data is still being analyzed about the “Great Resignation” (or perhaps "reshuffling"), current research suggests that women:

• May be resigning at faster rates than men;
• Are more likely to contemplate leaving;
• Experience higher rates of burnout;
• Are less likely to receive a pay raise or bonus for taking on additional work or changing roles;
• Are more likely to agree to taking on unpaid informal leadership roles shouldering additional heavy responsibilities; and
• Are less likely to feel empowered to take advantage of flexible working arrangements.

These trends are not necessarily solely specific to women. However, women, as well as people from other traditionally marginalized groups, continue to experience greater disparities in access to support as well as negative impact. In this session, attendees will learn about what we are currently doing wrong that may be inadvertently contributing to these problems and how we can do better.

Learning Objectives:

• Identify 8 areas that organizations should assess in evaluating their gender diversity and inclusion metrics.
• Identify at least one thing organizations are currently doing wrong that is contributing to the attrition of women from leadership roles.
• Learn how to make a business case to organizational leaders for improving their gender diversity and inclusion outcomes.
• Describe 7 potential HR solutions to retain talented women in leadership roles, which can also help all employees.