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Women in hybrid work say stress has increased

Half of women in hybrid work feel burned out

  • Close to 60% of women who work in companies with hybrid solutions, mixing working from home and at the office, feel they have been excluded from important meetings.

  • 53% of women say their stress levels are higher than they were a year ago, and almost half feel burned out, according to a survey by consultancy Deloitte.

The work situation after the pandemic, with many employees moving to job conditions that fits them better, is called the “Great Resignation”. The survey shows more than half of the women plan to leave their present employer within the next two years.

A majority of respondents continue to experience harassment or non-inclusive behaviors at work, but few of these behaviours are reported to employers

This burnout is a top factor driving women away from their employers: nearly 40% of women actively looking for a new employer cited it as the main reason. More than half of those surveyed want to leave their employer in the next two years, and only 10% plan to stay with their current employer for more than five years, the survey shows. The survey comprises 5,000 women across 10 countries.

HARASSMENT

”The research shows worrying long-term impacts as rates of stress and experiences of harassment or microaggressions remain high. The survey also illuminates troubling findings about the “new normal” of work, as almost 60% of women working in hybrid models (arrangements that include any combination of remote and in-office work) report they have already felt excluded, Deloitte says.

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“The findings of this research show the importance of actions beyond policy—those that truly address and embed wellbeing, flexibility, and a respectful and inclusive ‘everyday culture’”, says Emma Codd, Deloitte Global Inclusion Leader.

Almost half of the women surveyed rated their mental health as poor/very poor. One-third have taken time off work because of mental-health challenges. Only 43% feel comfortable talking about mental-health concerns in the workplace.

PROMOTION

”The number of women looking for a new role at the time of polling increased since last year’s survey, with 10% saying they were actively looking. 40% of that group cited burnout as the top reason driving them away.”

”For those who had already left an employer since the start of the pandemic, a lack of opportunities to advance was the most cited reason (22%).”

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Only 33% of women say their employers offer flexible-working policies, and when asked about policies their organization had introduced during the pandemic, only 22% cited flexibility around where and when they work. 94% of respondents believe that requesting flexible working will affect their likelihood of promotion.

This survey found that women who work in a hybrid environment are significantly more likely to report experiencing microaggressions than those who work exclusively on-site or exclusively remote. More broadly, the percentage of women that have experienced non-inclusive behaviours over the past year at work has increased, up from 52% in 2021 to 59% in 2022.

FEAR

”When it comes to reporting these non-inclusive behaviours, there continues to be fear of career reprisals as 93% believe reporting non-inclusive behaviors will negatively impact their careers. Only 23% of microaggressions were reported to employers, compared to 66% of harassment behaviours that were reported.”

Deloitte’s research identified a group of “gender equality leaders,” organizations that, according to the women surveyed, have created genuinely inclusive cultures that support their careers, work/life balance, and foster inclusion.

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”Women who work for gender equality leaders report far higher levels of wellbeing and job satisfaction. Of the women who work for them, 87% say they receive adequate mental health support from their employer, and the same percentage feel comfortable talking about their mental health in the workplace. They also report far more positive experiences with hybrid working. Remarkably, only 3% feel burned out.”

The survey shows that none of the women who work for gender equality leaders are currently looking for a new job, and only 9% plan to leave in the next 1-2 years. And 90% rate their motivation at work as good or extremely good.

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