It's not lack of ambition holding working moms from the top ranks of companies.
The stat caught my eye as I opened the morning paper last week: Mothers are 15% more interested in being a top executive than women without children.
I immediately downloaded the research report the article was based on and read it cover to cover. Women in the Workplace 2015, a study of the state of women in Corporate America, was released last week through a partnership between Leanin.org and McKinsey & Company, following up on 2012 research released by McKinsey & Company. It contains highly accessible stats and infographics that show how difficult it still is for women to ascend to the top executive ranks. It also shows that the drive to ascend is there.
This is an important finding. It shows that women aren't necessarily stepping off the path to leadership, but instead still face obstacles to the top chair. That goes against what some have argued, that women but in particular working moms take themselves off the track to get to the c-suite. As a working mom myself, it is eye opening to see research delve into the motivations and interests around rising to the top and what that data looks like next to the data of how many women are in the C-suite.
Based on surveys of 118 companies and nearly 30,000 employees, the research uncovered several other interesting findings:
•At the executive level, women are 85% more likely to have a spouse that works full time than men at the same level, according to the respondents.
•88% of companies in the survey reported offering reduced schedules, but also reported that only 12% of women and 11% of men participate in those schedules.
•More than 90% of men and women who took the survey reported believing that taking extended family leave would hurt their careers.
These startling stats are the latest evidence showing that companies must address workplace culture and start redefining work. Both men and women want more flexibility. Expectations on what will help and hurt careers need to be articulated and believed throughout the workplace. Having a program or policy in place is not the silver bullet. If employees believe taking advantage of a work-life program will hurt their careers, then utilization of these benefits will continue to be low.
Company values and mission statements need to reflect that hard work and results will be rewarded regardless of where that work is getting done. Leaders need to lead by example and show managers and employees that in addition to business results they value well rounded employees and understand that employees have responsibilities outside the workplace.
These are just a few steps companies can take to help working parents. What are other solutions? If we want things to change we need to be talking about these issues and applauding companies that are change agents.
WorldatWork is celebrating National Work and Family Month - we celebrate every October. It's an excellent opportunity to have these discussions. What's your story? Celebrate the things your company does right by posting to the #worklifewins or share your suggestions. What should organizations do to ensure working parents have what they need to succeed and make it to the C-suite if they have the drive and talent to do so?
Join the conversation and be part of the new way to work!