Women are going through a "Great Breakup" with work. What should employers know?

Three big reasons women leave their jobs ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌   ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌   ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌   ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌   ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌   ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌   ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌   ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌   ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ ‌ 

TODAY'S NEWS. TOMORROW'S INSIGHTS. A daily newsletter from McKinsey & Company   Edited by Belinda Yu   Editor, Atlanta Women in the workplace In the news • Going gray. In an era of more casual workplace attire, many women are ditching their hair dyes and letting their natural hair color show. Sporting gray, white, and silver hair, some women say, is a way to push back against stereotypes about older workers. Bias against older people is real, says one expert on ageism. Even young toddlers adopt the belief that older people are less competent. For women, who are often seen as less capable than their male coworkers, that can create even more pressure to look youthful, another researcher says. [WSJ] • The dark side of confidence. Women's failure to move up the career ladder is regularly blamed on a lack of self-confidence. But when women act assertive, they're also often seen as overcompensating or acting inauthentically. Confidence is a gendered concept, say academic researchers, and one that's frequently used to blame women for a lack of advancement at work. To address this, leaders should stop talking about confidence in performance reviews and help women find tangible ways to build workplace skills. [HBR] Only one in four C-suite leaders is a woman, and only one in 20 is a woman of color, finds McKinsey's Women in the Workplace 2022 report, in partnership with LeanIn.Org. On McKinsey.com • The 'Great Breakup.' Women leaders in corporate America are leaving their jobs at unprecedented rates, say McKinsey senior partners Alexis Krivkovich and  Lareina Yee and coauthors. With companies already struggling to retain women managers—who are more empathetic and inclusive—that could have serious implications. Compared with men, women leaders are much more likely to leave their roles because they want flexibility or want to work for companies that are committed to worker well-being and diversity, equity, and inclusion (DEI). • Stretched thin. Women leaders put in more work to foster employee well-being and support DEI efforts when compared with men. But even though that work dramatically improves employee satisfaction and retention, it often goes unrecognized. In fact, 40% of women leaders say their DEI work isn't noted at all in performance reviews. Young women are even more likely than current women leaders to say they want workplaces that offer them flexibility and support employee well-being. Learn three major reasons women leaders are switching jobs. See the three reasons women leave Was this forwarded to you? Sign up here. Or send us feedback—we'd love to hear from you. Follow our thinking This email contains information about McKinsey's research, insights, services, or events. By opening our emails or clicking on links, you agree to our use of cookies and web tracking technology. For more information on how we use and protect your information, please review our privacy policy. You received this email because you subscribed to the On Point newsletter. Manage subscriptions | Unsubscribe Copyright © 2022 | McKinsey & Company, 3 World Trade Center, 175 Greenwich Street, New York, NY 10007