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1、Women Work 2023A Global Outlook 2023.For information,contact Deloitte Touche Tohmatsu Limited.2A letter from Michele Parmelee and Emma CoddNow in its third year,Deloittes Women Work:A Global Outlook report explores the experiences of 5,000 working women across 10 countries.Our 2022 report painted a
2、deeply concerning picture:a significant number of women reported experiencing burnout,non-inclusive behaviors in a workplace context,and challenges while hybrid working.This perhaps explains why our 2023 report finds that more women left their employer in the past 12 months than in 2020 and 2021 com
3、bined.However,this years report offers some glimpses of improvement.Rates of burnout have dropped.Non-inclusive behaviors have declined.And women are reporting more positive experiences with hybrid work.While this is encouraging news,an overwhelming number of women around the world still face these
4、challenges.And our data shows that other factors have worsened.The number of women who feel unable to switch off from work has increased,indicating an ever-growing“always on”culture.And the number of women who feel comfortable disclosing mental health concerns to their employer has decreaseddespite
5、more than a third of women rating their mental health as poor/very poor.This years research also shed light on the stigma that continues to exist around womens health.One in five respondents revealed they experience health challenges related to menstruation or menopause.A startling number of these w
6、omen work through any symptoms,pain,or discomfort,and,for those who do take time off work,many dont feel comfortable disclosing these challenges as the reason.Women want more flexibilitynot only around where they work,but when they workbut they still arent getting it.Lack of flexibility was one of t
7、he top-cited reasons for women who chose to leave their employer in the past 12 months.And many dont feel able to ask for flexible working arrangements,with an overwhelming majority of women feeling that doing so would affect their career progression.Meanwhile,women continue to have a significant wo
8、rkload at home,with the majority of women bearing the most responsibility for household tasks.Our 2023 research shows that despite some improvements over the past year,many women are still not getting what they want or need from their employers.They are clear on what will make a difference in helpin
9、g them thrive at workand its equally clear what actions they will take if they dont receive this.We hope that this report provides employers with rich and valuable insights into the experiences of working women and enables them to take much-needed action to truly embed gender equality in the workpla
10、ce.Michele ParmeleeDeputy CEO and Chief People&Purpose OfficerDeloitte GlobalEmma CoddGlobal Inclusion LeaderDeloitte Global 2023.For information,contact Deloitte Touche Tohmatsu Limited.3Executive summarySince 2021,Women Work:A Global Outlook has provided deep global insights into the views of wome
11、n when it comes to their experiences in the workplace.The picture has not been a positive one:2021s findings were dominated by the negative impact of the pandemic on women,while 2022 showed an equally concerning and stark picture of increasing exposure to non-inclusive behaviors,burnout,and challeng
12、es with hybrid working.Although the responses of 5,000 women across 10 countries in this years report show some glimpses of improvement,the underlying data emphasizes how much work remains to be done.There are a number of critical aspects of womens experiences in the workplace that have either not i
13、mproved orin some casesworsened.This years survey also explores additional factors that impact womens lives,which paint a picture of women who work through pain and discomfort,assume the majority of domestic responsibilities,and are concerned about their rights and personal safety.Key insights inclu
14、de:Drop in burnout represents some progress,but mental health is still poorand stigma remainsAlthough this year has seen a significant decrease in women who report feeling burned outjust under 30%versus 46%last yearand respondents rate their overall mental well-being as slightly better than last yea
15、rs,the picture remains concerning.Over a third(35%)rate their mental well-being as poor/very poor and,similar to last year,around half of respondents report that their stress levels are higher than a year ago.Fewer women say they get adequate mental health support from their employers,and several fa
16、ctors point to persistent workplace mental health stigma.For example,the number of women who feel comfortable talking about mental health in the workplace has dropped significantly from 43%in 2022 to 25%in 2023.And fewer feel comfortable disclosing mental health challenges as the reason they take ti
17、me off work(39%in 2022 compared to just 25%in 2023).Pressure to be“always on”is also worse,with only 37%of women saying they are able to switch off from work compared to 45%in 2022.All this is set against a backdrop of worry when it comes to mental health,with more than half of women rating their me
18、ntal health as a top concern.When it comes to menstruation and menopause,many women often struggle in silenceAround one in five women report experiencing health challenges relating to menstruation or menopause.Among the 15%of women who report experiencing health challenges related to menstruation,ov
19、er 40%say they work through the pain and discomfort.Nearly 1 in 5(19%)say they have taken time off for symptoms related to menstruation but did not disclose the real reason whyand a small number(7%)report that they disclosed the reason but believe that doing so adversely impacted their career.The pi
20、cture with menopause is less stark:of the nearly 10%of all respondents who report experiencing challenges related to menopause,one in five say they work through any pain or discomfort and nearly 30%say they have disclosed these challenges as a reason for taking time off and have received support fro
21、m their employer.However,an element of stigma remains.For example,nearly 20%who took time off for these health challenges did not disclose the real reason,10%wouldnt feel comfortable disclosing menopause as the reason theyre taking time off,6%believe that disclosing in the past negatively impacted t
22、heir career,and for 5%,their employers lack of support post disclosure was a factor in them leaving their job.2023.For information,contact Deloitte Touche Tohmatsu Limited.4Executive summaryBroader concerns about womens rights,financial security,health,and personal safety prevailWhen asked to rate t
23、heir concerns about external factors outside of the workplace and societal issues,respondents cited the rights of women as their top concern(59%),followed by financial security(58%),physical and mental health(both at 56%),and personal safety(54%).This is perhaps not surprising after a year when wome
24、ns rights have been repeatedly challenged around the world,concerns about personal safety persist,and as worries about the broader economic environment remain.Women bear the greatest responsibility for household tasks,and often feel they need to prioritize their partners careersDespite the fact that
25、 88%of respondents work full time,nearly half of them have primary responsibility for domestic tasks such as cleaning or caring for dependents.Only around 10%say that these responsibilities fall to their partner.Only around one in 10 women are the primary income source for their family,compared to o
26、ver two thirds who say their partner is the primary provider.Nearly four in 10 women overall say they feel they need to prioritize their partners career over their own;notably,even for women who are primary earners,one in five still feel pressured to prioritize their partners career.This potentially
27、 creates a vicious circle which limits womens chances of earning more.Women want more flexibility at work,but it is still not a reality for manyand this is impacting their career choicesMore survey respondents have left their jobs in the past year than in 2020 and 2021 combined.Lack of flexibility a
28、round workinghours is one of the top three reasons women left their employers in the past year and is the top reason cited by women who are currently looking to leave their employer.Yet,an overwhelming 97%of women believe that asking for flexible work arrangements could adversely impact their chance
29、s of promotion at work and 95%feel their workloads wont be adjusted accordingly.The benefits of flexible working when it comes to retention are also clear:two-thirds of women plan to stay for more than three years,compared to 19%of women who have no flexibility.Hybrid work experiences are improving,
30、but challenges remainNearly four in 10(37%)women with hybrid work arrangements report experiencing exclusion from meetings,decisions,or informal interactions,a significant decrease from the nearly 60%of women who experienced this in 2022.And 30%of hybrid workers say they dont have enough access to s
31、enior leaders,compared to 45%in 2022.Despite these modest improvements,the numbers are still concerning.This years data also reveals a decline in womens experiences when it comes to predictability and flexibility in their working pattern and being expected to go into the office despite messaging to
32、the contrary.Interestingly,when asked to reflect how a mandated return to the office would impact them,more than a quarter of women said they would ask to reduce their hours,that it would negatively impact their mental well-being,and around one in 10 would start looking for a new job.2023.For inform
33、ation,contact Deloitte Touche Tohmatsu Limited.5Executive summaryWomen are still experiencing non-inclusive behaviorsand many are still not reporting them to their employers Forty-four percent of respondents reported experiencing harassment and/or microaggressions in the workplace over the past year
34、.While this is a significant decrease from the 59%who reported this in 2022(and 52%in 2021),it remains that nearly half of women have experienced this behavior.Similar to last year,the majority of behaviorsexperienced were microaggressions,but this year reporting of these behaviorshas increased,with
35、 44%reporting the experience to their employera notable increase from 23%in 2022.However,among those who experienced harassment,there has been a decrease in reporting those experiences to their employers,with only 59%reporting it to their employer versus 66%in 2022.The top reason women gave for not
36、reporting non-inclusive behaviorsto their employer was that they didnt feel the behavior was serious enough to report.Women in under-represented groups still face more challenges in the workplaceSimilar to the previous two reports,the 2023 research found that women in under-represented groups face m
37、ore significant challenges than the overall sample when it comes to mental health,non-inclusive behaviors,work/life balance,and burnout.For example,while they are more concerned about their mental health,they are less likely to feel that they will get adequate support from their employer,to take tim
38、e off from work for mental health reasons,or to feel comfortable disclosing mental health as a reason for taking time off work.When it comes to non-inclusive behaviors,more than half(54%)report experiencing microaggressions in the workplace,compared with 39%of the overall sample,and 13%report experi
39、encing harassment,compared with 9%of the overall sample.These experiences may help explain why our research also found that women in under-represented groups feel less favorablyabout their employer:nearly half of these respondents say they would not recommend their employer to others.Gender Equality
40、 Leaders remain few and far betweenThe proportion of women who work for Gender Equality Leadersorganizations that,according to the responses of the women surveyed,foster inclusive cultures that support them and promote mental well-beingremains at 5%,the same as last year.Women who work for Gender Eq
41、uality Leaders continue to report more positive mental health,are more likely to recommend their employer to others,have a working pattern that they are happy with,and are less likely to experience non-inclusive behaviors.They are also less likely to work through symptoms relating to menstruation an
42、d menopause.These women all plan to stay longer with their employernone of the women surveyed who work for Gender Equality Leaders were looking for a new role and nearly 70%plan to stay with their current employer for three years or more.2023.For information,contact Deloitte Touche Tohmatsu Limited.
43、6Table of contents1.Amid glimpses of progress,womens mental health is still poorand stigma remains2.When it comes to womens health,many are suffering in silence 3.Factors outside of the workplace also take a toll4.Women are seeking more flexibility and making career choices accordingly5.Hybrid worki
44、ng is getting betterfor some6.Non-inclusive behaviors remain but are decliningand more women are reporting microaggressions to their employers7.The Gender Equality Leaders are benefiting from doing it right1Amid glimpses of progress,womens mental health is still poorand stigma remains 2023.For infor
45、mation,contact Deloitte Touche Tohmatsu Limited.8Signs of progressThe 2022 Women Work research told an alarming story about womens mental well-beingone of burnout,increased stress levels and poor mental health.These challenges persist in 2023,but there are some signs of improvement.Fewer women say t
46、hey feel burned out(28%compared with 46%last year).The proportion of women rating their mental health as good has increased slightly(43%compared with 39%last year),but more than a third of women still rate their mental health as poor.Although 51%of women say they feel more stressed than they did a y
47、ear ago,this is a small improvement from 2022(53%).While these figures represent some improvement over 2022,burnout,stress,and poor mental health are clearly still causes for concern for many women.Which of the following statements are true for you?51%31%28%53%33%46%My stress levels are higherthan t
48、hey were a year agoI have taken time off fromwork due to challengesI feel burned out20222023How would you rate the following aspects of your life today?Mental well-being39%202243%2023Chart shows percentage answering good or“extremely good”All numbers may not add to 100%due to rounding for those grap
49、hs that depict all answers.2023.For information,contact Deloitte Touche Tohmatsu Limited.9Mental and physical health still a concern and women are struggling to switch off This years research also unearths concerning declines in some critical aspects of womens mental well-being:More than half(56%)sa
50、y their mental health is a concern.Just 37%rate their ability to switch off from work as“good”(down from 45%in 2022).54%of women say their physical health is good,a substantial decline from 65%in 2022.Additionally,less than half of respondents(42%)rate their work/life balance as good or extremely go
51、od.And 43%of respondents say they feel judged by the hours they are present/online versus the quality of their work,suggesting a prevailing culture of presenteeism.56%say they are concerned about their mental healthHow would you rate the following elements of your life today?54%37%65%45%Physical hea
52、lth/well-beingAbility to switch off20222023Chart shows percentage answering good or“extremely good”2023.For information,contact Deloitte Touche Tohmatsu Limited.10Fewer women feel comfortable discussing or disclosing their mental health at work Stigma around mental health remains:Only a quarter of r
53、espondents feel comfortable discussing mental health in the workplace,down significantly from 43%in 2022.And while nearly a third of women have taken time off work for mental health reasons,only 25%feel comfortable disclosing the reason for their absence,down from 39%last year.Only 40%believe they g
54、et adequate mental health support from their employer(down from 44%in 2022).Which of the following statements are true for you?43%39%44%25%25%40%I feel comfortable talking about mentalhealth in the workplaceI feel comfortable disclosing mentalhealth challenges as the reason formy absenceI get adequa
55、te mental health supportfrom my employer20222023 2023.For information,contact Deloitte Touche Tohmatsu Limited.11Women in ethnic minority groups are facing higher levels of burnoutAs in 2022,respondents in ethnic minority groups are more likely to feel burned out than those who are not in a minority
56、 group.They are also less likely to feel comfortable talking about their mental health in the workplace and giving it as a reason for absence.Which of the following statements are true for you?*28%26%25%33%20%20%I feel burned outI feel comfortable talking aboutmental health in the workplaceI feel co
57、mfortable disclosingmental health challenges as thereason for my absenceEthnic majority in country of residenceEthnic minority in country of residence*Base sizes:ethnic majority in country of residence=4,663;ethnic minority in country of residence=3372When it comes to womens health,many are sufferin
58、g in silence 2023.For information,contact Deloitte Touche Tohmatsu Limited.13Women who experience challenges related to their menstrual health often work through their symptoms 15%of women surveyed report that they have experienced health challenges related to menstruation,with 41%of these women say
59、ing that they work through any pain or symptoms.Nearly one in five women who have taken time off for these symptoms did not disclose the real reason to their employerperhaps unsurprising when 7%say that their career has been negatively affected by disclosing this in the past.Only 10%of affected wome
60、n say they gave the real reason for taking time off and received support from their employer.Most women(56%)believe it is very important for employers to offer paid leave for menstrual symptoms,but only 30%say their employer currently offers this.Which of the following statements apply to you?(Menst
61、ruation)*4%5%7%9%10%19%41%I have previously disclosed this as a reason for taking time off,and the lackof support from my employer was a factor in me leaving the organizationI have previously disclosed this as a reason for taking time off,and I didnt receive the support I needed from my employerI ha
62、ve previously disclosed this as a reason for taking time off,and it negatively impacted my careerI wouldnt feel comfortable disclosing this issue to my manageras a reason for taking time offI have previously disclosed this as a reason for taking time off,and my employer was supportiveI have taken ti
63、me off for symptoms related to this issue,but I didnt disclose whyI work through any pain/symptoms related to this issue*Base size:765(those who chose to answer)2023.For information,contact Deloitte Touche Tohmatsu Limited.14Challenges related to menopauseis stigma declining?Women are less likely to
64、 work through challenging symptoms related to menopause than they are for those related to menstruation.Of the women who say they have experienced health challenges related to menopause(nearly 10%of respondents),two in 10 say they work through the symptoms.When it comes to disclosing symptoms,29%fel
65、t comfortable giving menopause as a reason for taking time off and received support from their employer.As with menstruation,most women(52%)believe that employers should offer paid leave for menopause symptoms.Only 20%work for employers that offer this.Which of the following statements apply to you?
66、(Menopause)*5%6%10%19%20%29%I have previously disclosed this as a reason for taking time off,and the lack ofsupport from my employer was a factor in me leaving the organizationI have previously disclosed this as a reason for taking time off,and it negatively impacted my careerI wouldnt feel comforta
67、ble disclosing this issue to my manageras a reason for taking medical leave/time offI have taken time off for symptoms related to this issue,but I didnt disclose whyI work through any pain/discomfort/other symptoms relatedto this issueI have previously disclosed this as a reason for taking time off,
68、and my employer was supportive*Base size:377(those who chose to answer)3Factors outside of the workplace also take a toll 2023.For information,contact Deloitte Touche Tohmatsu Limited.16Outside of the workplace,womens rights,finances,health,and personal safety are top concernsWhen asked about factor
69、s affecting women outside the workplace,our respondents are most worried about the rights of women(59%say this is their top concern).This is followed by financial security(58%),mental and physical health(both at 56%),and personal safety(54%).Women who identify as LGBT+are more likely to be concerned
70、 about the rights of women than those who do not identify as LGBT+.And women who are in ethnic minority groups are more likely to be concerned about their financial security than those who are not.They are also more likely to be concerned about their mental health.How concerned do you feel about the
71、 following factors?31%50%50%53%54%56%56%58%59%Climate change/concerns around climate changeCost/affordability of livingWell-being and safety of family membersMy job securityMy personal safetyMy physical healthMy mental healthMy financial securityThe rights of womenChart shows%answering very concerne
72、d or“extremely concerned”Under-represented groups have heightened concerns63%61%58%55%My financialsecurityMy mental healthEthnic majority in country of residenceEthnic minority in country of residenceChart shows%answering very concerned or“extremely concerned”Base sizes:ethnic majority in country of
73、 residence=4,663;ethnic minority in country of residence=337The rights of women62%Women not identifying as LGBT+74%LGBT+womenChart shows%answering very concerned or“extremely concerned”Base sizes:LGBT+women=84;women not identifying as LGBT+=3,478 2023.For information,contact Deloitte Touche Tohmatsu
74、 Limited.17At home,women do most of the domestic workIn addition to their paid work,women still bear most of the responsibility for domestic work at home.Nearly half(46%)of women who live with a partner and have children say they do most of the childcare,while 34%say that it is an equal split,and on
75、ly 10%say that the majority falls to their partner.For those that care for other dependents,44%say that the majority of care falls to them,while 43%say its an equal split,and only 10%say the majority falls to their partner.42%of women say they have the greatest responsibility for cleaning and domest
76、ic tasks,while 19%say its an equal split and 15%say the responsibility falls to their partner.In your household,who has the greatest responsibility for each of the following tasks?*42%44%46%19%43%34%15%10%10%4%1%9%20%2%2%Cleaning and other domestic tasksCaring for other dependentsChildcareMeEqual sp
77、litPartnerFamily/friendPaid help*Base sizes:2,963(all women who live with partners),except childcare=826 and caring for other dependents=124Women in ethnic minority groups are more likely to do the majority of domestic tasksChildcare*49%Ethnic minority country of residence45%Ethnic majority country
78、of residenceCleaning and other domestic task*47%Ethnic minority country of residence41%Ethnic majority country of residence*Base sizes:those carrying out childcareethnic majority in country of residence,living with partner=781;ethnic minority in country of residence,living with partner=45/cleaning a
79、nd other domestic tasksethnic majority in country of residence,living with partner=2772;ethnic minority in country of residence,living with partner=191 2023.For information,contact Deloitte Touche Tohmatsu Limited.18Women are rarely the primary earners in a shared household,and many feel the need to
80、 prioritize their partners career over their ownOnly 11%of women who are in a relationship say they are the primary earner.The majority of them(67%)say it is their partner.About a third(37%)of respondents say they feel they need to prioritize their partners career over their own;the most common reas
81、on for this is that their partner earns more.This kind of reasoning has the potential to create a vicious circle:Womens chances of earning more may diminish if they continue to prioritize their partners career over their own.In your household,who is the primary earner/income source for the household
82、?*11%Me22%Equal split67%PartnerBase size:2,963(women who live with partners)4Women are seeking more flexibility and making career choices accordingly 2023.For information,contact Deloitte Touche Tohmatsu Limited.20Lack of flexibility in working hours is driving women to quitFlexible working is a cri
83、tical expectation for the women in our surveyand a top factor in their career decisions.Yet less than a quarter of women say they have a high degree of flexibility over where and when they work,and lack of flexibility around working hours is one of the top three reasons cited by women who left an em
84、ployer in the past year.For women currently looking to leave their employer,lack of flexibility around working hours is the most cited reasonmuch more important than flexibility around location.For women who have left an employer in the past year,insufficient pay is the top reason,followed by lack o
85、f flexibility around when they work and a lack of work/life balance.What is your main reason for wanting to leave your employer?7%8%9%10%10%11%12%13%19%30%I am being bullied/harassed or facing microaggressionsLack of flexibility around where I workI dont find my role fulfilling or meaningful,or in l
86、ine with my values and aspirationsI dont feel a sense of belonging/connection to my employer or the organizationPay isnt high enough/benefits package isnt competitiveI am feeling burned out and/or that the job is detrimental to my mental healthThe role doesnt offer opportunities to advanceLack of le
87、arning and development opportunitiesThe role doesnt offer a positive work/life balanceLack of flexibility around when I workBase size:260What was your main reason for leaving your former employer?6%6%7%8%9%10%11%12%14%18%I didnt find my previous role fulfillingI was unable to perform my work because
88、my responsibilities at home increasedI was feeling burned out/the job wasdetrimental to my mental healthMy previous role waseliminated/I was let goLack of learning anddevelopment opportunitiesThe role didnt offer opportunitiesto advanceI was bullied/harassed orfaced microaggressionsThe role didnt of
89、fer a positivework/life balanceLack of flexibility around when I workPay wasnt high enoughBase size:912 2023.For information,contact Deloitte Touche Tohmatsu Limited.21Women with higher flexibility stay with employers longerNearly one in five women have left their employer within the past 12 months,
90、which is more than in 2020 and 2021 combined.Looking ahead,around four in 10 women believe they will stay with their current employer for one to two years,and around one in 10 expect to remain for five years or more.The research showed a correlation between the amount of flexibility that women exper
91、ience and how long they plan to stay with their employer,with those experiencing high levels of flexibility more likely to stay longer28%say they plan to stay for more than five years.Women with a lot of flexibility around where and when they work also report higher levels of productivity and loyalt
92、y to their employer.How long do you expect to stay with your current employer?0%22%38%28%8%35%15%4%I am currently looking fora new role with a differentorganization12 years35 yearsMore than five yearsWomen with high flexibilityWomen with no flexibilityBase sizes:women with high flexibility=526;women
93、 with no flexibility=506How would you rate each of the following aspects of your life today?69%70%86%86%Loyalty to employerProductivity at workWomen with high flexibilityWomen with no flexibilityChart shows%answering good or“very good”Base sizes:women with high flexibility=526;women with no flexibil
94、ity=506 2023.For information,contact Deloitte Touche Tohmatsu Limited.22Flexible working and positive work/life balance seem out of reachThis years research again shows the concerns that women have when it comes to the perceived impact of flexible working on their careers:97%believe that requesting
95、or taking advantage of flexible working would affect the likelihood of promotion in their company.95%believe it is unlikely that their workload would be adjusted if they moved to a flexible working arrangement.Positive work/life balance is the top reason why women want to stay with their employer,bu
96、t nearly half say they do not feel supported by their employer when it comes to their efforts to balance their work responsibilities with other commitments.Which of these statements is true for you?20222023Requesting or taking advantage of flexible-working opportunities DOES affect the likelihood of
97、 promotion in my organization94%97%I am NOT confident that if I request flexible-working options my workload will be adjusted accordingly90%95%I do NOT feel supported by my employer in my efforts to balance my work responsibilities with other commitments36%46%What factors make you want to stay with
98、your employer for more than five years?11%12%14%16%16%16%16%18%18%19%The job/workplace is supportive of my mental healthMy employer positively impacts societyThe employer does not tolerate harassment or microaggressionsMy pay is high/I have a competitive benefits packageI feel I have opportunities f
99、or career advancementI feel valued or that my contributions matter/my feedback is heardI feel a sense of belonging/connection to my employerI find my role fulfilling or meaningfulI have plenty of learning and development opportunitiesThe role offers a positive work/life balanceBase size:435 women wh
100、o plan to stay with their employer for more than five years5Hybrid working is getting betterfor some 2023.For information,contact Deloitte Touche Tohmatsu Limited.24Signs of progress for hybrid workersA vast majority(74%)of women want hybrid work arrangements,while an additional 21%would prefer a fu
101、lly remote position.Yet just under half of women currently have the option for hybrid or remote work,either because the nature of their work requires them to be on site or their employer has set requirements.These findings reinforce the importance of employers offering these work arrangements and ge
102、tting them right.21%36%38%5%6%8%35%52%Fully remote(my role is fully remote-i.e.,I never go to aphysical workplace or work on-site)I have full choice in where I work(any combination ofremote/at home and on-site working)I work both remote/at home and on site,but myemployer has set requirements for how
103、 often and/orwhen I need to be inFully on-site(I must work at my employers physicalworkplace to perform my duties)CurrentPreferredIn 2022,one of the most concerning themes of our research was womens experiences with hybrid workingfor example,nearly 60%said they had experienced exclusion while workin
104、g this way and nearly half said that hybrid working had given themless access to senior leaders.This years data shows that while organizations still have a lot to do to achieve a truly inclusive hybrid working approach,thesituation has improved for some women.While almost four in 10 women still say
105、they have been excluded from meetings,decisions and informal interactions when working in a hybrid way,this proportion is considerably lower than it was in 2022.And although 30%of women with a hybrid working model still say they have less exposure to senior leaders,this is also significantly lower t
106、han last year.Those who have experienced the following behaviors in the past year in a hybrid or remote environmentNot having enough exposure to leaders45%202230%2023Being excluded from meetings,decisions,informal interactions58%202237%2023Base sizes:2023=2,126(women with a hybrid working setup);202
107、2=2,208(women with a hybrid working setup)2023.For information,contact Deloitte Touche Tohmatsu Limited.25Lack of predictability and flexibility,and mixed messaging around hybrid expectationsDespite these improvements,this year has also seen a significant deterioration in other aspects of womens exp
108、eriences with hybrid working.About a third say they have experienced a lack of predictability in working hours,with a similar proportion not having enough flexibility in their working pattern.A third also say they are expected to go in to the workplace despite messaging that says otherwise.Have you
109、experienced any of the following in the past year?*12%15%15%33%31%32%Still being expected to go in to myworkplace despite messaging aboutflexibility and it being my choiceNot having enough flexibility in myworking patternLack of predictability in my workingpattern20222023Base sizes:2023=2,126(women
110、with a hybrid working setup);2022=2,208(women with a hybrid working setup)6Non-inclusive behaviors remain but are decliningand more women are reporting microaggressions to their employers 2023.For information,contact Deloitte Touche Tohmatsu Limited.27Non-inclusive behaviors have fallen,but LGBT+wom
111、en are much more likely to experience themFewer women(44%)reported experiencing non-inclusive behaviors at work in 2023 than they did in 2022,with 88%of those behaviors being microaggressions.Despite the reduction in non-inclusive behaviors overall,it remains that nearly half of women have experienc
112、ed these behaviors at work over the past year.Women who identify as LGBT+are considerably more likely to have experienced non-inclusive behaviors,with more than three-quarters reporting that they experienced them in the last 12 months.The survey shows they are 6%more likely to be excluded from infor
113、mal interactions,and 8%more likely to not be invited to traditionally male-dominated activities.Women in ethnic minority groups are also more likely to have experienced non-inclusive behaviors than those in the ethnic majority in their country,with 53%saying they have experienced microaggressions an
114、d/or harassment.The most commonly reported microaggressions experienced by these women are:having someone take credit for their idea,being given fewer opportunities to speak up in meetings compared with male colleagues,and being interrupted and/or talked over in meetings.Those who said they have exp
115、erienced microaggressions or harassmentat work over the past 12 months202259%202344%Base sizes:2022=5,000;2023=5,000(those who agreed to answer)Experiences of harassment and microaggressions are higher for women in ethnic minorities and LGBT+womenThose who have experienced microaggressions and/or ha
116、rassment over the past 12 monthsMinorities*44%ethnic majority in country of residence53%ethnic minority in country of residenceLGBT+*39%women not identifying as LGBT+76%LGBT+women*Base sizes:ethnic majority in country of residence=4,663;ethnic minority in country of residence=337*Base sizes:women no
117、t identifying as LGBT+=3,478;LGBT+women=84 2023.For information,contact Deloitte Touche Tohmatsu Limited.28More women are reporting microaggressions to their employersThis year saw an improvement in the number of women reporting microaggressions to their employerwith 44%of those who suffered them re
118、porting them,compared with around a quarter in 2022.However,concerningly,the proportion of those experiencing harassment who reported it to their employer fell slightly,from 66%in 2022 to 59%this year.Which of the following behaviors have you experienced at work over the past 12 months?3%4%5%5%6%11%
119、15%17%20%22%Repeated disparaging/belittling commentsabout my physical appearanceDisparaging/belittling comments aboutmy relationship statusUnwanted approaches or physicaladvances by colleaguesUnwanted jokes at my expenseConsistently being addressed in anunprofessional or disrespectful wayNot being i
120、nvited to traditionallymale-dominated activitiesHaving someone else takecredit for my ideaBeing excluded from informalinteractions or conversationsBeing given fewer opportunities to speak upin meetings compared with male colleaguesBeing interrupted and/or talkedover in meetingsChart shows 10 most co
121、mmonly reported non-inclusive behaviors.Base size:2,212Did you formally report these behaviors to your organization?20222023I reported experiencing harassment66%59%I reported experiencing microaggressions23%44%Base sizes:2022=2,939;2023=2,212 2023.For information,contact Deloitte Touche Tohmatsu Lim
122、ited.29Many feel that the harassment or microaggressions they experienced werent serious enough to reportAs with 2022,the most cited reason for not reporting their experience to their employer was feeling that the behavior wasnt serious enough to report,with 44%citing this(an increase on last year).
123、This perhaps reflects a preponderance this year of microaggressions that may be perceived by some as less deliberate or intentional,such as being talked over in meetings.Around one in 10(12%)were concerned that the behavior would get worse if they reported it,slightly lower than in 2022.Only 11%(com
124、pared with 24%in 2022)didnt think their complaint would be taken seriously enoughpossibly suggesting a gradual cultural improvement.The same number of women cited a concern that their complaint would not be kept confidential,while one in 10 didnt report due to a concern that reporting would adversel
125、y impact their careerboth showing a small increase since 2022.Worryingly,one in 10 women who left their employer in the last 12 months did so because of bullying or harassment by colleagues or because they were experiencing microaggressions.In addition,7%of women who are currently looking to leave t
126、heir employer say that this is a reason.Which of the following describes why you decided not to report the behavior(s)?20222023I didnt feel that the behavior was serious enough to report34%44%I was concerned that the behavior would get worse14%12%I was concerned that my complaint would not be kept c
127、onfidential6%11%I didnt think my complaint would be taken seriously24%11%I was concerned that reporting the issue would adversely impact my career6%10%Base sizes:2023=1,311;2022=2,2137The Gender Equality Leaders are benefiting from doing it right 2023.For information,contact Deloitte Touche Tohmatsu
128、 Limited.31Respondents say organizations are falling behind on commitments to gender equality While gender equality in the workplace has long been a stated priority for many organizations,women are still not seeing enough meaningful action being taken.The vast majority(92%)do not believe that their
129、employer is taking concrete steps to deliver on its commitment to gender equality,with nearly half(48%)also believing that there has been no increase in their employers support for women over the past year.When it comes to impact,nearly four in 10(37%)believe that their career is not progressing as
130、fast as they would like it toand one-third of respondents would not recommend their employer to friends and family as a great place to work.So how can employers take meaningful action and build the right culture for women to thrive?There are clear lessons to be learned from organizations that are ge
131、tting it right.Which of these statements are true for you?My organization is NOT taking concrete steps to fulfill its commitment to gender diversity92%My organization does NOT takes a stance on political and social issues that are important to me54%My organizations commitment to supporting women has
132、 NOT increased over the past year48%My career is NOT progressing as fast as I would like37%I would NOT recommend my organization to my friends and family as a great place to work33%2023.For information,contact Deloitte Touche Tohmatsu Limited.32Women who work for Gender Equality Leaders report far h
133、igher levels of well-being and job satisfactionAs in the 2021 and 2022 research,we identified a group of organizations we call the Gender Equality Leaders.Women who work for Gender Equality Leader organizations agree with the following:Additionally,as in the past two years,our research also identifi
134、ed a group of“lagging”organizations.Women who work for these organizations disagree with all of the above statements.Though the proportion of women who work for Gender Equality Leaders and Gender Equality Lagging Organizations remains the same as last year,once again the data demonstrates that women
135、 who work for Gender Equality Leaders report far higher levels of well-being and job satisfaction.I feel confident to report when I encounter non-inclusive behaviors and microaggressions,without concern about career impact or reprisalI feel supported by my employer in my efforts to balance my work r
136、esponsibilities with other commitmentsMy career is progressing as quickly as I would likeGender Equality Leaders and Lagging Organizations5%24%72%Gender Equality LeadersGender Equality Lagging OrganizationsRest of sampleBase size:Gender Equality Leaders=225;Gender Equality Lagging Organizations=1189
137、 2023.For information,contact Deloitte Touche Tohmatsu Limited.33Women who work for Gender Equality Leaders benefit from high levels of supportWomen who work for Gender Equality Leader organizations receive a high level of support from their employer,and work in more inclusive environments.More than
138、 three-quarters(78%)say their organizations commitment to supporting women has increased in the last year.More than two-thirds(69%)of women who work for Leader organizations say they get adequate mental health support from their employer,compared with just 15%of women who work for Lagging organizati
139、ons.They are also far more likely to say they feel comfortable talking about mental health in the workplace(71%vs.11%).This support is paying off,with only 28%of women who work for the Leaders reporting that their stress levels are higher than they were a year ago,compared with almost three-quarters
140、 of those working for Lagging organizations.Just 4%of women who work for Gender Equality Leaders say they feel burned out.They also report feeling much more connected to their employer,more productive,and far more motivated at work.Which of the following are true for you?*Gender EqualityLeadersGende
141、r EqualityLagging OrganizationsI feel comfortable disclosing mental health challenges as the reason for my absence67%10%I feel comfortable talking about mental health in the workplace71%11%I get adequate mental health support from my employer69%15%How would you rate the following elements of your li
142、fe today?14%22%48%48%20%75%78%72%73%68%Job satisfactionMotivation at workProductivity at workLoyalty to my employerFeeling connected to my employerGender Equality LeadersGender Equality Lagging OrganizationsBase size:Gender Equality Leaders=225;Gender Equality Lagging Organizations=1,189 2023.For in
143、formation,contact Deloitte Touche Tohmatsu Limited.34Gender Equality Leaders create better hybrid working experiencesWomen working at Gender Equality Leader organizations are much less likely to have experienced non-inclusive behaviors than those at Lagging organizations.As in 2022,this more inclusi
144、ve culture carries through to the hybrid environment,with women who work for Gender Equality Leaders reporting more positive experiences with hybrid working.Only 18%have felt excluded from meetings and only 13%say they do not have enough exposure to leaders.Gender Equality Leader organizations are r
145、eaping the rewards of building a more inclusive culture,with women far more likely to say they plan to stay with them for more than three years and none actively looking for new roles.Additionally,the vast majority(94%)say they would recommend their organization to their friends and family as a grea
146、t place to work.Have you experienced any of the following in the past year?*18%13%20%20%14%58%47%49%45%43%Being excluded from meetings,decisions,informal interactionsNot having enough exposure toleadersLack of predictability in my workingpatternNot having enough flexibility in myworking patternStill
147、 being expected to go into myworkplace despite messaging aboutflexibility and it being my choiceGender Equality LeadersGender Equality Lagging Organizations*Base sizes:Gender Equality Leaders=164;Gender Equality Lagging Organizations=235 2023.For information,contact Deloitte Touche Tohmatsu Limited.
148、35Our recommendationsThis years survey findings provide unique data-driven insights into the experiences of women in the workplace over the past year,showing us what has improved,what has stayed the same,and what has become worse.The survey also shows what can happen when companies get it right.The
149、positive impact is clear and unequivocal,yet this year the vast majority of women say they do not believe that their employer is taking concrete steps to deliver on commitments to gender equality.What can employers do to move the needle on gender equality in the workplace?Here is where they can star
150、t:Learn from the Gender Equality Leadersand embed the three core enablersThis is the third year that our survey has identified women who work for companies that are getting it rightthe Gender EqualityLeaders.The data is clear:among other things,women who work for Gender Equality Leaders are more eng
151、aged and have higher levels of well-being and job satisfaction.They report lower levels of stress and burnout and are more likely to feel connected to their employer.For these women there are three factors in common:all feel comfortable reporting non-inclusive behaviors;all feel supported by their e
152、mployers on work/life balance;and all believe their career is progressing as fast as they would like.Companies looking to learn from these gender equality leading organizations can start with these three critical enablers:Provide a fully inclusive and respectful culture;Take an enabling approach to
153、work/life balancefor example,through embedding and embracing the benefits of flexible working and hybrid working;and Create development and progression opportunities for women.Focus on providing adequate mental health supportand be relentless about removing stigma Despite fewer women feeling burned
154、out this year,the survey provides concerning findings when it comes to mental health.With over a third saying their mental health is poor or very poor and around half reporting stress levels that are higher than they were a year ago,its important that organizations provide support and tackle workpla
155、ce stigma.Yet fewer women than last year say they get adequate mental health support from their employer and the level of comfort in talking about mental health at work has dropped significantly to only a quarter of women.This pictureof increased stress and decreased supportwill likely continue unle
156、ss employers actively address it.Leaders must make it a priority,share lived experiences,and create an environment where its OK to not be OKaccompanied by stigma-free access to support.Employers must also go beyond providing support to embed well-being in ways of working,includingproactively tacklin
157、g the”always on”culture that still exists for too many women.2023.For information,contact Deloitte Touche Tohmatsu Limited.36Our recommendationsFully commit to flexible workingand enable it for all through a supportive cultureOnce again,our survey identified challenges when it comes to flexible work
158、ing,indicating a lack of meaningful progress over the past three years.The impact is clear:lack of flexibility is one of the top three reasons women left their employers over the past year(with more women having changed jobs during this time than in 2020 and 2021 combined);and it is the top driver f
159、or those women who are currently looking to change employers.While many companies undoubtedly have policies on flexible working,women who want to use them still do not see a way of doing so without risk,with almost all women believing that even asking for flexible working will adversely impact their
160、 career.To attract and retain women,companies need to act urgentlynot only by providing appropriate flexible working policies,but by creating environments in which people feel empowered and trusted to work in the way that best works for them.Employers should educatemanagers and leaders on the benefi
161、ts of enabling flexibility and the ways that this can be done,as well as allay any concerns that women may have when it comes to career impact.And these policies should be available to all,as flexibility is important to many people regardless of gender.Understand the impact of womens healthtalk abou
162、t it and take steps to address itWith a quarter of respondents experiencing challenges when it comes to menstrual health or menopause,womens health is something that organizations cannot ignore.The impact of these health challenges is significant,as is the stigma that clearly remains in the workplac
163、e.This years findings highlight not only the importance of employers adopting policies to support women when they experience challenges and symptoms related to menstrual health and menopause,but also the need to recognize its impact and remove the stigma that exists.This includes enabling managers t
164、o understand symptoms and be able to have a discussion when appropriate,as well as encouragingpeople to be open about their experiences without fear of penalty or being judged.2023.For information,contact Deloitte Touche Tohmatsu Limited.37Our recommendationsContinue to address non-inclusive behavio
165、rsand make it countWhile fewer of this years respondents report experiencing non-inclusive behaviors,44%of women experienced such behaviors at work over the past yearmost of which were microaggressions.More than half didnt report these experiences to their employers,and with the most cited reason fo
166、r this was being that respondents felt that the behavior wasnt serious enough to report.Thus,while some progress has been made,employers still have work to do.This means leading from the top,implementing reporting procedures that make it simple and easy to report non-inclusive behaviors of any type,
167、educating on non-inclusive behaviors and their impact,andimportantlyinstilling confidence in women that the right action will be taken should they make a report.Understand intersectionality and its impactand address itThe experiences of LGBT+women and women in an ethnic minority are worse than the o
168、verall respondent base when it comes to a number of the challenging issues highlighted in this report.For example,when it comes to mental health these women are less likely to feel comfortable about taking time off or to feel they will get adequate support at work.Women in an ethnic minority are als
169、o more likely to feel burned out.In addition,both LGBT+women and women in an ethnic minority are significantly more likely to experiencemicroaggressions at work than the overall respondent base.This worrying trend may help explain why nearly half of these women say they would not recommend their emp
170、loyer to friends or family.To address this concerning trend,employers need to be aware of and address the impact of intersectionality.They should start by seeking to better understand the make-up of their organization,including the intersections of different identities.Organizations need a clear pla
171、n and actions agreed on by senior leadership.This may include introducing new policies and processes,or flexing existing ones,alongside a focus on interventions that enable an inclusive culture for all.2023.For information,contact Deloitte Touche Tohmatsu Limited.38MethodologyWe surveyed 5,000 women
172、 across 10 countries and sectors between October 2022 and January 2023.Countries surveyed:Australia,Brazil,Canada,China,Germany,India,Japan,South Africa,the United Kingdom,and the United States.Ethnicity54%12%2%31%White or caucasianBlack,African,or Afro-CaribbeanHispanic,Latinx,or of Spanish originA
173、sianOther1%Age15%30%45%10%18-2526-3839-5455-64Seniority10%15%25%50%C-suite and BoardSenior managementMiddle managementNon-managerialLGBT+*98%Heterosexual/straight 1%Gay/Lesbian1%Bisexual*Note that gender identities and sexual orientations not shown received less than a 1%response rate.*Respondents w
174、ere able to opt out of answering a question about their sexuality.The base size for this question was 3,567Employment Status12%88%Employed part timeEmployed full timePercentage of hybrid,fully remote,and fully in-person workers43%6%52%HybridFully remoteFully in-personSector of organization10%Banking
175、,financial services,and insurance10%Business services(including professional services and law)30%Consumer(including retail,real estate,hospitality)30%Energy,transport,and industrials10%Health care and life sciences10%Technology,media,or telecomOrganizations total global annual revenue10%25%16%35%15%
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