To maintain the recent progress in enhancing workforce participation among women and cultivating sustainable labor pools, organizations must acknowledge the realities of women’s lives and the various factors that influence their career choices. Gallup recently conducted several surveys to delve into the nuances of women’s employment preferences and to identify strategies organizations can employ to attract and retain women in a rapidly evolving work environment.
Employment Preferences: A Gender Perspective
When given the option, most employees in the United States express a desire to engage in some form of employment; however, there are notable differences between men and women regarding their preferred work arrangements.
A significant portion of men (62%) prefers full-time roles, while around one-fourth (23%) opt for part-time work. In contrast, women’s preferences for full-time (40%) and part-time (38%) employment are nearly evenly distributed. Although neither gender prefers to remain at home to manage household or family responsibilities, women (22%) show a slightly higher tendency than men (14%) to favor this arrangement.
Alignment of Current and Preferred Employment Status
Differences become even more pronounced when comparing employees’ current job situations to their ideal arrangements. Nearly half of women (48%) report a mismatch between their current and preferred employment status, compared to 34% of men.
This misalignment has notable repercussions for employee well-being. Those experiencing disparities are 81% more likely to frequently feel burned out (31% versus 17%) and are twice as likely to claim their job has severely negatively impacted their mental health in the past six months (8% versus 4%).
The Impact of Home Responsibilities on Employment Choices
Work encompasses only a part of an employee’s life; the responsibilities they manage outside of work significantly influence their career decisions. Gallup surveyed employees who are in dual full-time employment situations, asking them to assess the division of household responsibilities, such as cooking, cleaning, and childcare.
While both genders share similar responsibilities regarding finances and bills, women are considerably more likely than men to report being mostly responsible for a variety of household duties, with some tasks reflecting a likelihood of 2.8 to 12.3 times greater responsibility. Notably, women are 8.2 times more likely than men to claim they are primarily or solely responsible for six or more household tasks.
According to the Organization for Economic Cooperation and Development, U.S. women dedicate approximately 4.5 hours daily to unpaid household labor, in contrast to 2.8 hours for men. This added burden at home directly influences employment preferences; as the number of domestic responsibilities increases, employees are less inclined to prefer full-time positions and more likely to consider part-time or at-home roles. The discrepancies seen in employment preferences between genders are closely tied to the unequal distribution of domestic tasks shouldered by women.
Key Characteristics Women Seek in Job Opportunities
When evaluating job opportunities, women and men generally prioritize similar factors. However, women often place a greater emphasis on specific needs.
As employee satisfaction recently reached a historic low, both genders agree that achieving a better work-life balance and enhancing personal well-being stand as their most crucial considerations when searching for new employment; nonetheless, women (61%) prioritize this need more than men (54%). Following work-life balance, both genders consider job security and compensation as significantly important, rating them as “very important.”
Strategies for Organizations to Attract Women Candidates
Although men and women share similar job expectations, organizations that implement key strategies will enhance their competitive advantage in attracting, engaging, and retaining skilled women in today’s job market.
1. Reevaluate Current Job Structures:
Prior research by Gallup indicates that rigid job structures often deter women from pursuing leadership roles. A considerable number of both women and men express a preference for part-time work; however, such positions frequently offer fewer benefits, lower salaries, and limited advancement opportunities. Organizations that innovate job designs by developing professional-level part-time positions and creating clear pathways for career advancement can better support women who are juggling increased domestic responsibilities while also providing future opportunities for full-time employment. This adjustment not only aids women but enhances the workforce by retaining experienced talent.
2. Promote Flexibility:
The trend towards returning to the office may unintentionally push women out of the workforce. Employees, particularly women, place high importance on flexible work arrangements as a means of managing their dual responsibilities. Whether it involves adjustable hours, hybrid work models, or supportive policies such as parental leave and childcare subsidies, organizations that prioritize flexibility will be better situated to retain talented women in their workforce. Women who strongly believe their workplace allows them the flexibility needed to address childcare are 15% more likely to prefer full-time employment. Embracing flexible work arrangements allows women to balance their family obligations without sacrificing their careers.
3. Foster Wellbeing and a Supportive Workplace Culture:
When considering new employment, both women and men emphasize the importance of achieving a better work-life balance and personal wellbeing. Implementing meaningful initiatives, such as wellness programs, mental health resources, comprehensive healthcare benefits, and fostering a supportive work environment, can provide organizations with a competitive edge in attracting and retaining top talent.
