Why Women Leaders Are Leaving Companies?

Women have seen immense progress regarding representation and leadership within the corporate structure in recent years. However, research shows that despite this progress, women in the United States are choosing to leave the corporate world in astounding numbers.

Research shows that the number of female CEO appointments has remained largely unchanged for over a decade.

Reports are emerging about how gender bias persists despite efforts from many businesses toward greater representation. It’s clear that organizations need to do more work to provide genuine opportunities for advancement to female talent.

According to the Women in the Workplace 2022 study, despite modest gains in representation over the past eight years, women – and especially women of color – are still drastically underrepresented in corporate America.

The Impact Of COVID-19 

Women leaders don’t want to return to business as usual. Two and a half years into the coronavirus pandemic, new research from the National Women’s Law Center shows that women have recouped all their job losses since February 2020.

The COVID-19 pandemic has forced many people to make difficult decisions, especially women employees. From top executive to the every day working woman, the number of women leaving their posts has disproportionately risen — and it’s not hard to imagine why.

Plus, the gender pay gap has been exacerbated by the effects of the recession that have affected almost all industries. These hurdles make it harder for women leaders to stay in their posts, let alone advance their careers.

Women leaders in the workplace face a unique set of dual challenges; stay in their current roles, or leave to seek alternatives. The uncertainty of the pandemic has caused many women to choose the latter option.

The Lack of Growth Opportunities 

Another factor causing women leaders to move on is the lack of growth opportunities within the company. Many organizations fail to provide their female employees with the necessary resources, training, and support to advance their careers.

According to McKinsey & Company’s annual report on women in the workplace, women are still far less likely than men to be promoted into manager-level positions and beyond.

For every 100 men leaders who are promoted from entry-level roles to manager positions, only 87 women are promoted, and only 82 women of color are promoted.

As a result, men significantly outnumber women at the manager level, and women can never catch up. There are simply too few women to promote to senior leadership positions.

The Extra Work Women Do is ‘Going Unnoticed’

Aspiring women leaders also often find themselves in work environments where they feel unheard and unseen, or their ideas are ignored. It can lead to a feeling of alienation that causes many talented women to look elsewhere for higher-level opportunities.

It’s also affecting young women who are entering the workforce. Instead of staying with one company they choose to move on to another that provides more growth opportunities.

Although fewer women are joining the executive ranks, those who remain in their jobs often take on additional responsibilities. As a result, many are overworked and undervalued, which can create frustration and doubt about the prospects for women leaders.

The lack of recognition for the extra work women does greatly impacts female leadership retention. Women are leaving their current roles for other opportunities where leadership positions are more attainable and appreciated.

Women Want a Different Work Culture

Work culture can make or break a career. Many women are looking for workplaces prioritizing work-life balance and mental health. An atmosphere of trust and transparency can go a long way in creating an environment where women leaders can thrive.

When companies don’t create this kind of culture, it often leads to significant turnover rates amongst their female leadership. Women are looking for organizations that appreciate their contributions and provide them with the resources, flexibility, and support to succeed.

Women are also more likely to leave companies if they don’t feel a sense of belonging or purpose in their roles. They want to be part of something bigger than themselves. They will look elsewhere when they don’t feel valued or supported by their organization.

Flexible Workplace

After the Covid pandemic, most companies have offered women to work from home. And women of color, women with disabilities, and LGBTQ+ women feel safer and more valued when working remotely.

It has led to more women choosing flexible workplace options, which allows them to better balance their work and personal commitments.

However, not all companies are providing equal opportunities for teleworking and this could be another factor of losing young women talent.

Moreover, some employees find that remote work can be isolating and lead to feelings of disconnect if they don’t have an effective support system.

Pay Inequity 

The gender pay gap is alive and well even today, and it’s one of the primary reasons so many women are leaving their positions as leaders.

The US Bureau of Labor Statistics reported that in 2019, women earned 71% less than men. It’s no wonder that so many women have decided they will no longer put up with this type of inequality.

The Impact of Women Leaving Companies 

When women leave their positions at companies, there can be serious repercussions for the individual and the organization.

On an individual level, leaving a company can lead to decreased job security, reduced earning potential, and decreased job satisfaction overall.

For organizations, losing key personnel can mean missing out on valuable insights from women leaders—insights which could help them stay competitive in today’s ever-changing business landscape. Additionally, hiring young women to fill vacated positions requires time and money that could otherwise be spent on other initiatives or investments.

What Can Be Done To Encourage Women To Stay?

For decades, gender inequality has been a problem in the workplace. For organizations to create an inclusive environment and retain female employees, it’s important to understand the available solutions. Let’s explore how companies can encourage women to stay in their roles.

Flexible Work Schedules 

The traditional nine-to-five workday is no longer the norm for many modern workplaces. Offering flexible working hours or remote options can be an effective way for companies to accommodate employees with family or other duties outside work.

Flexible work schedules allow employees more control over their time. They can help them better manage their workloads while still meeting deadlines.

Additionally, this arrangement may give female employees more freedom to pursue leadership opportunities without sacrificing other aspects of their lives.

Leadership Opportunities 

Leadership positions are essential for retaining top talent within an organization, particularly when it comes to female employees.

Companies should strive to provide equal representation across all levels of management by recruiting qualified individuals from diverse backgrounds and encouraging them with meaningful career growth opportunities.

Creating an inclusive culture that promotes equal access for all can make women feel valued and appreciated in their roles, making them more likely to stay long-term with their organizations.

Investing In Professional Development 

Companies should also invest in professional development for their female employees. This could mean offering leadership training or classes on communication or negotiation skills.

Women must also have access to mentors who can offer guidance and support as they navigate their careers.

By investing in professional development opportunities for women, companies can ensure that they remain competitive and attractive places for female employees to work.

Promoting Gender Equality 

Finally, companies need to promote gender equality throughout all levels of their organization. This includes ensuring parity among pay scales and job titles and creating policies that protect against discrimination based on gender identity or sexual orientation.

Companies should also encourage open dialogue about issues related to diversity so that everyone feels comfortable speaking up when they encounter potential problems or discrepancies within the workplace.

Keeping women at a company requires more than just offering competitive salaries; it requires creating an environment where women feel respected and empowered.

Companies should improve workplace culture by offering flexible work schedules, investing in professional development opportunities, and promoting gender equality throughout the organization.

Doing these things will help keep women leaders in a company and make it a better place for everyone who works there.


Things Gen-Z Wants from Their Next Job

Gen-Z is the generation of the future. They are tech-savvy, ambitious, and determined to make a difference. With their unique perspective from growing up in an ever-changing digital world, they bring something special to the workplace.

But like other generations in return they expect more than a paycheck. They want something meaningful, stimulating, and enjoyable that they can invest in.

Gen-Z has some serious expectations regarding finding their dream job, from social media presence to autonomy to the right compensation plan and everything in between.

Youngest workers may be just starting their career journeys but won’t settle for anything less than what they feel is worth all that hard work.

So, if you are an employer ready to make your next hire, or a member of Gen-Z starting your career journey – get ready to learn how you can move forward together toward success.

Understanding Gen-Z in the Workplace

Understanding Gen-Z in the Workplace
Understanding Workplace

According to research, Gen-Z makes up 26% of the global workforce which means around two billion people. As the next generation, they are looking for a job that offers them a sense of purpose and allows them to make an impact.

Gen-Z is transforming the traditional workplace. Millennial workers focus more on job satisfaction, but Gen-Z wants to see results. They challenge the status quo and demand that companies think outside the box regarding how they do business.

For them, work-life balance is sacrosanct and they expect respectable flexible hours. It means having flexible schedules that allow for adequate hours of rest and leisure.

Gen-Z employees want to do something they are passionate about and create a life that will benefit them in the long term.

Things Youngest Generation Wants From Their New Job

There’s a good chance that Gen-Z will enter the job market with unique expectations set. From an employer’s perspective, understanding what Gen-Z wants is key to attracting and retaining the most diverse workforce.

Let’s see what else Gen- Z is looking for in their next job.

Compensation For Work Life Balance
Compensation For Work Life Balance

70% of Gen-Z workers say compensation is the most important factor when considering a job opportunity.

Gen-Z workers are looking for a job that allows them to have a good work-life balance. They want to enjoy life outside their career but still feel well compensated for their hard work.

And it’s natural to ask because they want to make a life for themselves, and they need to know that their job will provide them with the financial stability they need.

Clarity into Career Paths

Gen-Z is the most optimistic and purpose driven generation. While Millennials are looking for job satisfaction, Gen-Z wants to make an impact.

They value transparency and expect a clear career path from the get-go. They want to know what their future may hold regarding promotions and leadership opportunities, so they can plan accordingly.

Younger workers expect to be promoted between 6 months to 1.5 years because they want to see tangible results from their professional development. And they have a right to expect it – after all, they’re motivated, hardworking, and results-oriented.

Purpose-Driven Work 

Gen-Zers don’t just want to make money. They’re looking for jobs that align with their values and purpose. That means employers need to be transparent about their company culture, mission, and goals.

When Gen-Z feels connected to their work personally, it increases their satisfaction and loyalty toward the company. Their dream job allows them to make a difference in the world and impact their community.

As more companies become socially responsible, Gen-Z workers will be looking for employers who align with their values and are committed to making a positive change in the world.

Mentorship & Skill Development

Mentorship & Skill Development

Gen-Z greatly values mentorship and ongoing skill development opportunities within the workplace. While many know how to use modern technology like social media platforms, coding languages, etc.

Most are still new graduates who need guidance throughout the job search process and learn how to navigate corporate cultures and expectations once hired into a role.

Having mentorships available helps provide structure while giving Gen-Zers space to grow professionally without feeling micromanaged or overwhelmed by expectations from above them.

Because one wants to sit still and stagnate their career, Gen-Z has high expectations for growth. They’re looking to build their knowledge by taking advantage of educational opportunities like workshops, seminars and e-learning courses.

Gen-Z wants an innovative, forward-thinking employer committed to social responsibility. They value work-life balance and crave learning and growth opportunities.

As well as being authentic and genuine, they want clarity into their career paths and mentorship programs that help them develop professionally.

Opportunity for Growth 

Gen-Zers are looking for positions that will give them room to grow within the company and learn new skills along the way. They want a job that will challenge them intellectually and provide growth opportunities both professionally and personally.

It means giving them innovative projects that allow them to flex their creative muscles and gain valuable experience that can be used later down the road when exploring other job opportunities or starting their business venture.

Young employees understand how competitive today’s job market is. Hence, they are eager to find organizations that offer training programs or educational resources that enable employees to stay ahead of industry trends and build on existing skillsets.

A Sense of Purpose 

Gen-Z wants a job where they feel like their efforts are impacting something bigger than themselves. They value working towards something meaningful with companies that share similar values, such as sustainability or social justice causes.

Having purposeful work gives this generation an emotional connection with employers because it allows them to feel like they have found something larger than themselves – a sense of belonging within an organization that truly cares about its employees, customers, and community.

Workplace Flexibility

Gen-Z is less likely than any previous generation to say that having a good work/life balance is extremely important—but that doesn’t mean they don’t want it. Gen-Z prioritize being able to work flexibly and balance their professional commitments with their personal lives.

It includes remote work when necessary or taking advantage of flexible scheduling options like compressed work weeks or flexible hours.

Employers should be open-minded about offering these options, so Gen-Z employees can succeed professionally and personally without sacrificing one over the other.

Collaborative Workplace Culture 

The social nature of this generation means that team collaboration is key when it comes to making sure Gen-Z feel comfortable in the workplace. Gen-Z talent thrive when allowed to collaborate with colleagues on projects and solve problems as a team.

They also value working with people who share similar values including diversity and inclusion. And employers should be aware of this when creating workplace culture initiatives designed to engage with this demographic specifically.

Expect Privacy

Some young workers have grown up in an era of oversharing and constant connectivity, but that doesn’t mean they want their entire lives broadcasted to the world. Gen-Zers are keenly aware of their digital footprints and take steps to protect their privacy when possible.

Employers should be respectful of this by having clear policies regarding data security and showing a commitment to protecting employee’s personal information.

How to Attract and Retain Gen-Z Employees?

How to Attract and Retain Gen-Z Employees?
Attract Gen Z Employees

Capturing the attention of Gen-Z isn’t as tough as it may seem. To attract and retain the new generation, businesses should consider the following things.

  • Create an environment that encourages professional development and allows for ongoing learning.
  • Encourage employees to innovate and contribute their ideas; don’t simply relegate them to clerical tasks.
  • Be sure to provide ample opportunities for collaboration and working with team members from all departments, too, which will ensure a sense of connection and community.
  • Additionally, give young talent a chance to lead projects and create ways they can get hands-on experience with different problem-solving skill sets.
  • Offer benefits like flexible hours and remote working options, allowing employees to balance work with their personal lives.
  • Finally, be sure to emphasize your company’s commitment to social responsibility—this is something that Gen- Zers value immensely.

Doing so can help foster initiative and ownership among Gen-Z workers while building meaningful relationships with their peers.

Ultimately, if you foster a passion for learning, innovation, and growth among your workforce – professionally and personally – you will naturally attract the best Gen-Z employees for your team.

Meet the Needs of the New Workforce

Gen-Z is looking for more than just any old job; they want something that will personally and professionally fulfill them. Flexibility, learning opportunities, and meaningful work are all important factors in finding a job that satisfies these needs.

Employers willing to provide these benefits will be attractive to potential hires from this generation. They will likely find success in recruiting top talent from this demographic group.

By understanding what Gen-Z expects from the workplace, employers can create roles that appeal directly to members of this generation – ensuring everyone wins.


Using Tiktok and Instagram to Land Your Dream Job

As a generation of digital natives, Gen-Zers have grown up with social media platforms in their daily lives. While it’s easy to imagine using platforms like Instagram and TikTok as places to share funny memes and connect with friends, social media is no longer just a place for entertainment – it’s also a tool that can help you land your dream job. That’s right, you don’t have to resort to handing out resumes on the street corner or submitting countless job applications online.

Whether looking for an internship or a full-time position, the right platform can give you the exposure and connections you need to make your career goals a reality.

According to research84% of organizations are recruiting through social media and 70% of managers have had success hiring through social media. But the thing is how are they doing it? Let’s find out.


In 2021, TikTok launched TikTok Resumes, a platform that allows users to create digital resumes and apply for jobs directly through the app.

The New York Times calls TikTok the new search engine for Gen Z. If you want to be visible and get the attention of potential employers, then creating a TikTok resume could be just what you need.

What is a TikTok Resume?


A TikTok resume is a 60-second video resume posted to TikTok that showcases your job experience, skills, and creativity. It can be a great way to stand out from the crowd and show potential employers that you’re creative and have the skills they’re looking for.

It is available in over 150 countries, has over 1 billion users, and has been downloaded over 210 million times in the United States alone. Can you imagine the potential to reach potential employer or even find jobs from this platform?

Companies like Chipotle, Target, WWE, and Shopify are teaming up with TikTok Resumes. This pilot program lets job candidates submit video resumes on the social platform.

Tiktok-screentimeAnd, with an average of over 1.2 billion video views per day, it’s safe to say that TikTok is becoming a popular platform. With social media accounts on other platforms, it’s time you should also create one on Tiktok.

The key to successfully using this platform for your job search is to be creative and showcase the unique skills that make you stand out from the crowd.

Whether presenting as an expert in your field or showcasing a unique talent, brands can easily be drawn to you by having an attractive and engaging profile.

For example, A student from Yale University Kahlil Greene, known as “The Gen-Z Historian” TikTok posted his first video on Martin Luther King Jr. Day, 2021, and the rest was history — literally. After studying social change and movements at Yale University, Greene took to TikTok to teach people about Black culture and lesser-known stories.

In a short amount of time, he amassed 1.3 million views. Now with more than 500,000 followers on various platforms (such as Instagram and LinkedIn), instead of working in consulting post-graduation, Greene will be pursuing a job in public education fulltime.


If you search my name “Mark Zides” you can see my Instagram profile is ranking in 4th position. Now, it is not because I have uploaded some photographs or written on the platform.

What makes Instagram a powerful job search tool is that employers can easily get to know you and learn more about your work experience and skillset without needing a formal resume.

With just one click, potential recruiters can see your posts, stories, highlights, and even the type of people you follow.

Instagram gives recruiters a glimpse into your life, which can be beneficial when finding the perfect candidate for the job.

Instagram also allows you to showcase your talents and skills with videos and images, enabling employers to see exactly what kind of person you are and what qualities you offer.

For Example, Iman vellani is a Pakistani-Canadian actress who got the role of Kamala Khan in a Marvel series on Instagram. Can you believe it?

From college to Marvel because of Instagram. There was nothing special on her Instagram account but a few of her old photos showing how fig fan she is of marvel characters.

(Bonus) Leverage LinkedIn

After Instagram and Tiktok there is another platform that everyone should use.


LinkedIn has 57 million organizations on its platform. And 875 million users in more than 200 countries and territories worldwide.

Now a platform with such a huge user base is a great opportunity for job seekers. The best part is it’s totally free. You just have to create an optimized linked profile and start networking.

With LinkedIn, you can connect with employers worldwide and dramatically expand your pool of potential opportunities. Additionally, you can join relevant groups to network with other professionals and stay up to date on industry news and trends.

When efficiently utilized, LinkedIn provides valuable resources many students overlook while searching for their perfect career path.

Creating and maintaining an intriguing profile with contact information will also increase your chances of connecting with recruiters and potentially securing job offers.

Beyond that, it is important to keep discovering new skills to help you stand out in the job market. Using LinkedIn to do just that is one of the first steps toward success.

Tips for Using Social Media To Find Your Dream Job

You cannot share anything you like on social media. Every post you make should be well-thought and purposeful. To help you out, I have put together five tips to help you use social media to get the job you want and deserve.

Google Yourself

First, clean your online presence and ensure that anything about you is positive. Google yourself by typing your name into a search engine and viewing what’s out there. Then, if you find something inappropriate or negative, take the initiative to remove it or contact the website administrator to have it removed.

Be Professional

A friendly heads up, 41 percent of job recruiters will judge your online photo before ever meeting you. So always remember to be professional on social media.

Keep your posts professional, showcase work samples or projects you have completed, and post comments representing yourself in the best light possible.

Add the Right Details

Adding the right contact details on your social media profiles is essential. If you have one, you should include your full name, your job title, and a link to your website or portfolio page.

This will make it easy for recruiters who find your profile to contact you. And don’t forget about leaving an email that you check regularly.

Network with the Right People

When networking on social media, think of quality over quantity. Start by adding industry leaders, influencers, and peers in a similar field of work.

This will help you build relationships and potentially get your foot on an employer’s door. And there is a chance that someone you have networked with may refer you for a job.

Be Active and Engaged

Finally, be active on social media. You should regularly post content related to your career and engage with content from others in the industry.

This will help build your brand and make it easier for employers to find you when looking for a qualified candidate. Now I’m not saying to be active 24/7. You can fix two hours daily to engage with people online.

Get Endorsements

Do you know how reviews are one of the first things you see when you search for a product online? Well, these are the equivalent of endorsements on your LinkedIn profile.

Don’t be shy to ask people you have worked with or studied to vouch for your skills and capabilities. It will make it easier for recruiters to get an idea about you before they even contact you.

Be Yourself

You’re allowed to have a private life. It’s not like you have to post everything on social media pages to make an impression. You can keep Facebook private so that only your friends can see you and use LinkedIn to showcase your professional achievements.

This will also help make recruiters more interested in what you have achieved rather than what you’re up to on the weekend.

Remember that Employers aren’t looking for a perfect human being but qualified candidates.

Start Preparing for the Job of Your Dreams

Now it’s time to start utilizing the tips mentioned above to find your dream job. Social media can be a great tool if you use it properly and with purpose. So get out there and start networking. Good luck and keep the #PACE.