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Retaining Women in the Workforce: Balancing Push and Pull Factors for Equality

Explore why women leave the workforce more than men, the impact on organizations, and the role of actors like welfare states, companies, and non-profit organizations in retaining women. Learn about top employers supporting women and the importance of creating a diverse and inclusive workplace.

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Retaining Women in the Workforce: Balancing Push and Pull Factors for Equality

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  1. Women : Keeping the Supply Lines Open

  2. Women leave the workforce at higher rates than men. WHY ?

  3. Women leave the workforce at higher rates than men. WHY ? Boredom and frustration at work

  4. Women leave the workforce at higher rates than men. WHY ? Boredom and frustration at work Motivation Motivation

  5. Women leave the workforce at higher rates than men. WHY ? Boredom and frustration at work Motivation Glass ceiling Motivation

  6. Women leave the workforce at higher rates than men. WHY ? Boredom and frustration at work Motivation Glass ceiling Family and child-care issues Motivation

  7. Women leave the workforce at higher rates than men. WHY ? Boredom and frustration at work Motivation Glass ceiling Family and child-care issues Motivation Gender gap

  8. PULL vs. PUSH FACTORS • It’s a matter of balance • Pull factors must not be stronger than push factors • A matter of motivation and meaning at work

  9. Why is the departure of women an issue for organizations ?

  10. Independence of working women • Benefits of diversity in the company • Less women career paths, less women breaking the glass ceiling • Employer brand

  11. Who should be the actor of keeping women at work ?

  12. Who should be the actor of keeping women at work ? • ❧ The welfare state ? • ❧ The company ? • ❧ Non-profitmaking organizations ?

  13. WELFARE STATE • Maternity leave, family allowance... • Do you think the welfare state must be the actor of keeping the supply line open for women ? • Nowadays, it is brought into question

  14. COMPANIES • Some companies tend to promote women employment • Woman Engineer Magazine’s «Top 50 Employers» List

  15. GENERAL ELECTRICS • General Electrics ranks #1 on Woman Engineer Magazine’s «Top 50 employers» list • GE Women’s Network • Restart program at GE’s John F. Welch Technology Centre, Bangalore

  16. GOOGLE • Many ‘perks’, especially for moms-to-be • Google Women Engineers Club

  17. BOEING • Kind of bad example • 1999 : lawsuit for pay disparities, $4,5 million • Seems to be only for brand employer • Global diversity presumed policy • http://jobs-boeing.com/careers/society-of-women-engineers-jobs

  18. non-profitmaking organizationsthe society of women engineers http://www.youtube.com/watch?v=pacIWNEnLpA&feature=player_embedded#

  19. conclusion • Many organizations tend to raise push factors • The career path of women is necessarily different, so actors must be act differently in order to avoid an adverse impact • Women’s work is necessarily for gender equality and independence of women in the society • Vision of the society matters in women’s work

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