Women occupying revenue-generating positions are in pursuit of secure and nurturing environments that facilitate their career growth. Yet, according to the 7th Annual State of Women in Revenue Report, 43% of women have contemplated leaving their jobs in the past year due to a lack of mentorship, job security, flexible working arrangements, and experiences of workplace discrimination.
Jamie Wigand, the Executive Director of Women in Revenue, highlighted a concerning statistic: one in five women surveyed faced layoffs in the previous year. Those who continue in their positions often report feelings of being overwhelmed, undervalued, and passed over for promotions. Such sentiments exacerbate the existing wage gap, with women earning only 84 cents for every dollar earned by their male counterparts for equivalent roles.
Managing Increased Workloads with Fewer Resources
The Women in Revenue report also reveals that women in sales, marketing, customer success, and revenue operations are contending with budget cuts, reduced staffing, dwindling career opportunities, and insufficient support. This environment makes it significantly more challenging for them to cultivate sustainable careers within revenue roles.
“Women are effectively handling greater workloads with fewer resources and personnel,” stated Wigand. “It’s imperative that change emanates from leadership, with employers prioritizing the professional development of their female staff, as research indicates that increased female representation in leadership correlates with enhanced profitability.”
To effect meaningful change, executive leaders can implement flexible work arrangements, foster mentorship programs, ensure equitable pay, and establish pathways to leadership. These initiatives will be crucial in attracting and retaining high-achieving women in the workforce.
Significant Findings
Women in Revenue is a non-profit organization dedicated to empowering women in marketing, sales, and customer success, aiming for workplace equity. Some additional noteworthy findings from the report include:
- Job Security Issues: Over 67% reported staffing reductions in the past year, while 63% experienced budget cuts. These factors have led to increased workloads and restricted career advancement.
- Ongoing Discrimination: Nearly half of the respondents shared experiences of workplace bias and exclusion, while a significant 33% acknowledged being paid less than their male peers for similar roles. Additionally, around 49% were unaware of their pay disparities, underscoring the need for improved pay transparency.
- Declining Flexibility: Women consistently prioritize flexibility in their roles, with remote work topping the list and flexible hours being the third most sought-after perk.
“The importance of working from home remains paramount for women, as reflected in our report,” remarked Wigand. “This preference is unlikely to change soon. Everyone in a revenue role benefits from the flexibility to manage their hours and work from various locations, particularly as Gen Z enters the workforce with a digital-first mindset.”
Essential Action Items for B2B Organizations
The report outlines four key actions that organizations should implement to ensure stability and equity for women in the B2B sector:
- Enhance flexible work arrangements to promote work-life balance.
- Guarantee equitable pay, improve pay transparency, and create clear paths for advancement.
- Tackle workplace discrimination and bias directly.
- Invest in mentorship and leadership development programs to nurture career growth opportunities.
Wigand notes that 69% of women in revenue roles lack mentorship. Organizations can facilitate mentorship programs or connect employees with shared goals and skills to foster a culture of collaboration and support.
