Women executives are leaving their jobs and it should concern us all. More women at the VP level and above are leaving their jobs than ever before. “Women are just as ambitious as men, but they are leaving their companies at the highest rates we’ve ever seen and at higher rates than men in leadership,” LeanIn CEO Rachel Thomas said. “We really think this could spell disaster for companies.” In this article, she shares how women have long been at a disadvantage in the workplace, but many of those problems have been exacerbated by the COVID-19 pandemic.
CNBC is out with its third annual Woman at Work survey in partnership with Momentive which surveyed more than 500 women and finds that women are under pressure and eager for better opportunities. An uncertain economy is having an impact. 27% of women said they are working longer hours, their survey finds than nearly half of all women who left a job in the last year did so to get one that offered better work life balance. 41% of women who considered quitting said they are overwhelmed with work and the top motivator for women considering an exit is higher pay.
There are also saboteurs all around the workplace. There are men who take ideas as their own, spread rumours to damage reputation, other women who give feedback that discourage taking up space and showing up “too” confidently. Women shouldn’t be “ambitious.” This long-standing gender bias is prevalent, pernicious, and unfortunately, internalized at times by successful women who must contend with pushback and sabotage when they rock it at work.
This is revealing and one we must pay attention to if we are to become more aware of what is at the heart of women leaving executive roles. A finding from the global Tallest Poppy 2023 study from Women of Influence+ which found 86.8 per cent of women have experienced “Tall Poppy Syndrome” in their careers. The syndrome occurs when people are attacked, resented, disliked, criticized or cut down because of their achievements and success. The Tallest Poppy, a study led by Dr. Rumeet Billan, reveals the consequences of this silent systemic syndrome and the impact it has on women in the workplace worldwide. The study examines the impact of Tall Poppy Syndrome on the individual and the cost to organizations.
This is the first international study of its kind that looks at thousands of working women from all demographics and professions to determine how their mental health, well-being, engagement, and performance are affected by interactions with their clients, colleagues, and leaders surrounding their success and accomplishments. The results are significant and should be heeded. Women’s success is under attack in workplaces around the world. The more accomplished an individual is, the more likely she’ll be to face aggressions, not only from those in positions of seniority, but also from her peers.
We talk about surrounding ourselves with the right people. But, how do you know who the right ones are? I’ve learned that the right people are your sponsors. They help, they do not drain. The right people are the ones who work to open doors of opportunity for you, before you even ask. And expect nothing in return. I’ve learned that when I am dreaming boldly and going for a big goal in a short amount of time, the people around me either contribute to my success or subtly hold me back. After decades of experience, I am no longer available for feedback laced with limits. My advice to you and to my executive coaching clients is that you know what you can be, do or have. We can decide what kind of life we want with intentionality and purpose, we have the ability to create it. Surrounding yourself with the right people is a game changer. If you are looking for a space where you can be celebrated for your strengths, where limits have no place in the discussion and an abundance of energy, insight and proven strategies, I invite you to The Prosperity Program.
We need more of us to show up with pride for our achievements, to ask for a mentor and to seek out the next opportunity. To confidently know that our worth has value which should equate to asking for a raise. When we do this for ourselves, we do this for others.
Women and men ask for raises the same amount. You can probably guess who gets them more often.
In one study, eight times as many men as women graduating with master’s degrees from Carnegie Mellon negotiated their salaries. The men who negotiated were able to increase their starting salaries by an average of 7.4 percent, or about $4,000. In the same study, men’s starting salaries were about $4,000 higher than the women’s on average, suggesting that the gender gap between men and women might have been closed if more of the women had negotiated their starting salaries. In their book, Women Don’t Ask: Negation and the Gender Divide Linda Babcock and Lara Laschever look at the barriers holding women back and the social forces constraining them.They show how to women can reframe their interactions and more accurately evaluate their opportunities to more effectively negotiate for salary and other resources that are essential for career advancement.They show how to recognize the ways in which our institutions, child-rearing practices, and unspoken assumptions perpetuate inequalities – inequalities that are not only fundamentally unfair but also inefficient and economically unsound.
Employee satisfaction and productivity are major issues in workplace studies, and some research has focused on professional women. But very few studies have looked at the relationship women have with their co-workers and superiors and how that relationship affects not only their productivity, but their emotional and psychological well-being.
The Tallest Poppy remedies that. It looks specifically at working women across Canada from all demographics and professions, and how their psychological health and workplace performance are affected by their interactions with both colleagues and supervisors. And the results are discouraging.
The study makes for alarming reading and should be a wake-up call for companies and leaders across the country. An immediate change is needed to support women in the workplace, to encourage their accomplishments and, not incidentally, to increase productivity for companies. Here is the white paper to learn more.
Women of Influence+ is doing some great work to bring to light the concerns. The study shows that the silent systemic syndrome is alive and well in Canadian companies, and the result is devastating to female employees.
The RBC Canadian Women Entrepreneur Awards is the premier national awards program celebrating the achievements of the most successful in this inspiring group. For 31 years, the awards have shone a spotlight on Canada’s most accomplished and impactful women who have demonstrated excellence — from economic growth to social change, from local to global reach, across multiple sectors. The RBC Canadian Women Entrepreneur Awards (CWEA) are the pre-eminent national business awards recognizing the country’s leading female entrepreneurs. The awards are an initiative of Women of Influence, an organization dedicated to advancing women globally. I am proud to be a 2020, 2021, 2022, 2023 Nominee. I am a Tall Poppy.
And, when I share proudly that I received more than 6 awards and nominations this January & February alone, I received some negative feedback. I was told it was “too much”, that I was bragging.
Well, I say. let’s leave humble behind. The definition of the word humble means having or showing a modest or low estimate of ones own importance. I do not want that for myself, my family or for you. When we stop the self-loathing, we remove the thought that we are inferior as women. Self-loathing can drive some to hate the things about themselves they see as imperfect- and to loathe other women who they perceive to be more “perfect”. Let’s start loving ourselves and each other more. Community over competition and let’s agree we are all FLAWsome. Instead of pointing out those flaws, let’s build up the strengths of one another. These are just a few ways we can help tall poppy syndrome and saboteurs. If you see another women sharing proudly, lean in and learn.
I am proud mentor inside The Scotiabank Women Initiative® breaks down barriers to help increase economic and professional opportunities for women to be successful now, and in the future.This globally-expanding, unique offering helps thousands of women pursue their best professional and financial futures by providing unbiased access to capital and tailored solutions, bespoke specialized education, and holistic advisory services and mentorship.
The @scotiabank Women Initiative breaks down barriers to empower women to succeed on their own terms.Women are leaving the top ranks of companies at higher rates than ever before — as female employees remain less likely to get promoted into leadership roles in the first place.
Women are leaving the top ranks of companies at higher rates than ever before — as female employees remain less likely to get promoted into leadership roles in the first place.
I work with highly educated, growth focused action takers.
The Prosperity Program is designed as a multi-disciplinary support system for business leaders who are dreaming boldly and taking action. Those who believe in possibility and know they are creative, capable, wise and good and that what they want to create all that is available to them.
You are ready to create the conditions for success and take it to the next level. I am committed to positively affecting you and your bottom line. With more than 3000 logged coaching hours, 250 Coach training hours and 13 degrees and certificates, I am well qualified to support you. My vast education and accolades are just the beginning, I have spent decades preparing to support you in the moment. Who you partner with matters. Having someone who can recognize when you need to shift, can mirror proven ways to increase your positive emotions will improve your productivity and profitability.
Let’s Partner Together to #closethegap!
Email me now at jennifer@jimberecoachingandconsulting.com with the subject “Prosperity” for us to discuss this signature program.
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