The Loss of Women in Leadership: How to Keep Working Mothers from Walking Out the Door
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Transcript of The Loss of Women in Leadership: How to Keep Working Mothers from Walking Out the Door
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THE LOSS OF WOMEN IN LEADERSHIPHow to Keep Working Mothers From Walking Out the Door
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The Bright Horizons Modern Family Index, a survey of more than 1,000 new and expectant mothers, shows that women are worried about what will happen to their career post baby; and their fears are not imaginary.
1 in 4 expectant mothers have seen
colleagues passed over for promotions or other opportunities
after having a baby
1 in 5 first-time parents had limited
opportunities for advancement after announcing their pregnancy
1 in 5 first-time parents had
responsibilities taken from them after returning to work
ANTICIPATING A BLEAK FUTURE
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More than half of new mothers (and in fact 69% of new fathers) expect a new baby to mean a job change. That’s a big risk for employers:
• Women earn more of today’s college degrees1 • Their numbers in the workforce are rising while
men’s are decreasing2 • They continue to surpass men in management and
professional roles3
LOSING THE NEXT GENERATION OF LEADERS
1 Kurt Bauman and Camille Ryan, “Women Now at the Head of the Class, Lead Men in College Attainment,” United States Census Bureau, October 7, 2015
2 “Women in the Labor Force; a Data Book,” United States Department of Labor, December 2015
3 “Women in the Labor Force; a Data Book,” United States Department of Labor, December 2015
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WHAT EMPLOYERS NEED TO DO
Family friendly organizations understand that attracting and retaining valuable working mothers requires an organizational shift. Maternity leave
can’t be the end game, but rather a step on a clear pathway to a thriving post-baby career.
71%
59%
81%
69%
Women are very clear about what would illustrate that path
66%
are looking for supportive managers
want opportunities to grow
said flextime would show support
answered that back-up child care would show support
answered that work-site child care would show support
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Retaining working mothers — preserving a pipeline of women in leadership roles — is not just a benefit for employees. Gender diversity is good for the bottom line. Organizations with women in leadership roles are more profitable, with a
30% increase in women in top management associated with a 15% rise in profits4. Further, the presence of women in these positions provides critical role models for today’s young girls to see a future as successful mothers and professionals.
So what can you do? Download our eBook to learn more.
A BOOST FOR THE BOTTOM LINE
4 Marcus Noland, Tyler Moran, and Barbara Kotschwar, “Is Gender Diversity Profitable? Evidence from a Global Survey,” Peterson Institute for International Economics, February 2016
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GET THE FULL STORY
© 2017 Bright Horizons Family Solutions LLC. All Rights Reserved.
Contact us to learn more. 800.453.9383 | [email protected]
brighthorizons.com/solutionsatwork | Follow us @BHatWork
1904.1701.6
To learn what it takes to retain and engage working mothers, download our eBook.