Women @ Work: A global outlook
Responsibilities at work and at home have exponentially increased since the onset of the COVID-19 pandemic and the burden is disproportionately impacting women. Many are at a breaking point, leaving the workforce in record numbers. Yet businesses that give women the support they need to succeed have a more productive, motivated workforce – and are likely to report greater retention.
This report uncovers the characteristics of organisations that are making tangible progress on gender equality and steps employers can take to do the same. It examines how women in Australia stand out from their global counterparts on key themes. Findings were garnered from a survey of 500 women in Australia whose responses were evaluated through the intersectional lenses of race and ethnicity, sexual orientation, and gender identity.
- The pandemic has negatively impacted women at work. Less than half of women rate their job satisfaction, motivation and productivity as “good,” compared with around 3 in 4 before the pandemic.
- Almost a quarter (23%) say they are considering leaving, or are likely to leave, the workforce altogether as a result of the impact of COVID-19.
- Workplace culture has not been supportive during this time. Just 39% of women believe their organization’s commitment to supporting women during the pandemic has been sufficient. Less than a quarter of women (22%) say their employers have enabled them to create clear boundaries between work and personal hours while 63% of women feel that their employers evaluate them based on the amount of time spent online rather than quality of output.
- Over half (52%) have experienced non-inclusive behaviors over the past 12 months and approximately one-quarter of women did not report these incidents because they were concerned about negative impacts to their careers.
- A group of women agree with the following three statements, indicating an inclusive, high-trust culture where women are valued and supported. This subset of organisations are referred to a “gender equality leaders” (4% of the global sample) and organisations which did not meet any of these three criteria “lagging organisations” (31% of the global sample”).
- I feel confident to report non-inclusive behaviors, without concern for reprisal
- I feel supported by my employer to balance work with other commitments
- My career is progressing as quickly as I would like currently
This report was originally published on the Deloitte website.