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83% of Women Over 25 are Postponing Family to Focus on Career

February 27th, 2017 Comments off
2 in 5 Workers Have Had an Office Romance

Can you truly have it all – a successful career and a family? For many women the answer may be yes, but with a caveat. They are concentrating first on building successful careers before starting their families.

According to a new CareerBuilder survey, 83 percent of women over the age of 25 who plan to have children are postponing starting a family to focus on their careers. This is compared to 79 percent of men who say the same.

Wanting to earn and save enough money to provide for their families was the top reason given by both women and men who plan to have children (50 percent and 53 percent, respectively), followed by the desire to become more established and get ahead in their careers (28 percent and 33 percent, respectively).

Fifteen percent of women who plan to have children say they are waiting until at least age 35 to start a family, while 63 percent are waiting until at least age 30.

What Does This Mean For You?

Women and men may be more comfortable starting families if they know they have the support of their employers. That’s why companies with paid leave policies for new mothers and fathers are highly attractive to workers in this competitive job market. While paid maternity and paternity leave may not be an option for every company, having an inclusive, flexible work culture can still go a long way toward helping employees achieve success both professionally and personally.

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The Real Story of Gender and the Workplace

February 25th, 2016 Comments off
Men.VWomenPressRel

Women don’t get a fair shake in most offices. It’s something many people agree with, but sometimes you need the data to back it up.

 

Well, according to a new CareerBuilder survey, more than half of workers (55 percent) do not believe men and women are paid equally for the same job, and a similar proportion (51 percent) do not feel men and women are given the same career advancement opportunities.

 

Men and women tend to see the issue a little differently from one another, however. According to the survey, only 35 percent of women believe there is equal pay between the genders, compared with 56 percent of men. Similarly, 39 percent of women say there are equal opportunities for advancement, and 60 percent of men agree with them.

 

Salary Comparison

While the above may be seen as opinion, the hard facts suggest major inequality. Men were nearly three times as likely to report earning six figures and nearly twice as likely to earn $50,000 or more. On the other end of the spectrum, women were twice as likely to report earning less than $35,000.

 

Earn less than $35,000

  • Men – 23 percent
  • Women – 47 percent

 

Earn $50,000 or more

  • Men – 49 percent
  • Women – 25 percent

 

Earn $100,000 or more

  • Men – 14 percent
  • Women – 5 percent

 

 

“While we continue to make strides in gender equality in the workplace, there’s more work to be done,” said Rosemary Haefner, chief human resources officer for CareerBuilder. “It is critical that employers strive to equal the playing field for all employees, regardless of their gender and understand that not every employee fits the same mold or career path.”

 

Upward movement

Women have made significant gains in leadership roles in recent years, but they are still are less likely than men to say they want their boss’ jobs (19 percent of women versus 27 percent of men). Two thirds of women (65 percent) said they don’t aspire to be in a leadership position, compared to 58 percent of men.

 

The best measure for equality may not be the number of women and men in executive roles, but the opportunities to advance and overall job satisfaction. And at least on that front there are some good signs.

 

When it comes to overall job satisfaction, 64 percent of women say they’re satisfied or very satisfied, and nearly the same proportion of men (63 percent) say the same.

 

What keeps them satisfied in their jobs? Some key elements, regardless of gender, include:

  • Liking the people they work with (73 percent of women and 64 percent of men)
  • Having a good work/life balance (both 59 percent)
  • Liking their boss (53 percent of women and 47 percent of men)
  • Benefits (42 percent of women and 48 percent of men)

 

To learn more or see more findings from the survey, go here.

How Can You Attract More Female Candidates and Boost Company Performance?

March 17th, 2015 Comments off
Magnet

Research suggests that companies with a diverse workforce perform better than companies with less diversity. In particular, companies with a higher representation of women on their boards see a higher return on equity, sales and invested capital than companies with a lower representation.

But is there a recipe for recruiters to attract more female candidates? A recently published research paper in one of the top economics journals suggests there is!

To attract more female candidates:

  • Avoid using male connotations, such as sports metaphors, pictures that only present male workers, etc. in your job ads.
  • Limit the share of compensation that depends on performance rank. For example, this kind of compensation regime would give a low baseline compensation topped up by a large bonus for the employee who gets the top sales performance. It turns out that both female and male applicants are deterred by this type of competitive compensation, and so you would get fewer applicants overall. However, women are even more deterred by such compensation regimes than men are. Therefore, this competitive compensation scheme results in a smaller and more male-dominated pool of applicants.
  • If you must use performance pay tied to rank, be even more careful to avoid any male connotations in the job ad, as these two together have a very strong deterring effect on women.

 

You may think that compensation that depends on performance rank will attract more qualified female candidates. The study shows that this is not the case. In fact, competitive pay does not increase the experience or education level of female candidates. Therefore, by limiting the share of compensation that depends on performance rank, you attract more and no less qualified female candidates.

By avoiding male connotations and limiting the share of compensation that depends on performance rank, you can attract more female candidates, which means that you have a larger pool of applicants to choose from. This increases your chances of finding a great female candidate and can help you boost your company’s performance through greater diversity.