The “Great Breakup:” Why So Many Women In Leadership Are Resigning

• In recent years, a significant number of senior women leaders in the workplace have considered resigning from their positions. 
• According to a December 2022 survey by Chief, more than a third of women leaders contemplated leaving their roles last year.
• The large gap between women and men leaving the workplace has been dubbed the “Great Breakup,” signaling a trend where women are more likely to leave their jobs in search of fulfilling their needs.

In a world where glass ceilings still loom overhead, the journey of women leaders in the workplace is one filled with resilience and determination. With each step forward, they face unique challenges; from battling stereotypes to combating unconscious biases, these leaders navigate a complex landscape.

Their struggle is not just a fight for personal success, but also a crusade for gender equality, as they pave the way for future generations to overcome barriers and ascend to new career heights. 

But in recent years, a significant number of senior women leaders have considered resigning from their positions. 

According to a December 2022 survey by Chief (a network that supports women executives), more than a third of women leaders contemplated leaving their roles last year. The primary reason given for this trend is the lack of support from employers.

The “Great Breakup”

The latest Women in the Workplace study has revealed a startling reality: women leaders are departing corporate America at a rate higher than ever before. This large gap between women and men leaving has been dubbed the “Great Breakup,” signaling a trend where women are more likely to leave their jobs in search of fulfilling their professional needs.

Women leaders face unique challenges in the workplace

One of the main issues is that women leaders often do not receive the necessary support from their organizations to be successful and avoid burnout. The challenging work conditions brought on by the pandemic further exacerbated the disadvantages women already faced in the workplace, such as the gender pay gap and the lack of affordable childcare.

Women leaders face numerous additional challenges, including a lack of advancement opportunities, flexibility, work-life balance, recognition, company commitment to diversity, equity, and inclusion (DEI), manager support, unequal pay, and unconscious bias. These challenges make it harder for women to reach senior leadership roles and increase the likelihood of them leaving once they attain these positions.

Stress and burnout resulting from work-related pressures take a physical and mental toll on female leaders. 

To address this issue, companies need to invest in supporting their women leaders by providing resources, mentorship, and networking opportunities. Companies should aim to help retain their talented women leaders and promote a more diverse and inclusive work environment.

Companies can take several steps to retain their female leaders and promote a more inclusive work environment: 

• First, they should offer flexible working arrangements that support women in managing their duties at home and in the workplace. This is particularly important for working mothers who need flexibility to balance their personal and professional lives.
• Second, companies should develop mentorship programs and provide guidance and career development opportunities for female professionals. This can help women grow in their careers and feel supported within the organization. Additionally, organizations can invest in professional development and provide accelerated leadership opportunities for women.
• To promote diversity and inclusion, companies should be aware of unconscious biases and communicate the importance of managing them. They should also promote pay equity and develop strategic training programs that focus on inclusivity and diversity. Acknowledging holidays of all cultures and encouraging participation in employee resource groups can further foster an inclusive environment.
• Organizations can also implement strategies such as creating focus groups of women from various levels to identify and address conscious and unconscious biases. 
• Administering open feedback surveys on retaining talented women and opening lines of communication can help drive the strategy towards a more inclusive workplace.
• Partnering with like-minded organizations, offering scholarships for female students, and setting concrete goals to increase the number of women in management positions can demonstrate a company’s commitment to gender equality and diversity.