Talent Retention Insights

When Moms First was starting out, a lot of people asked me: Why moms? Why not all parents? This is why: https://lnkd.in/eh3gqwPm ------ "This month, the U.S. Census Bureau published a bombshell finding: The gender wage gap just got wider for the first time in two decades ‒ with women now earning just 83 cents to a man’s dollar. That’s maddening. But, for moms at least, it’s hardly surprising. It’s next to impossible to balance work and family in this country ‒ and as this new data shows, women are taking the hit. As the cost of child care continues to soar, women will just keep falling further behind. On paper, there’s no reason to believe that women should be earning less than men. Girls are more likely to graduate from high school and more likely to hold a bachelor’s degree. More women than men go to law school and medical school, and women’s enrollment in MBA programs has reached record highs. In fact, women do earn nearly as much as men ‒ at least early in their careers. On average, women in their late 20s and early 30s are much closer to parity, taking home at least 90 cents on the dollar compared with the guys sitting next to them at graduation or new hire orientation. Then, when women hit their mid-30s, something changes. The pay gap gets wider. It’s no coincidence that that’s precisely when women are most likely to be raising kids. All of a sudden, women are forced to make very hard choices to manage the demands of work and family. As the founder of Moms First, I’ve heard versions of this story from more women than I can count. Maybe mom drops down to part-time so she can make it to school pickup. Or maybe she switches to a new job that pays less but offers more flexible hours. Or maybe she drops out of the workforce entirely, because the cost of day care would have outpaced her salary anyway. Make no mistake, we are talking about moms here. When women are paid less than men anyway (and, in the case of Black and Hispanic women, way less), deprioritizing their careers can feel like the only logical decision, even if it isn’t what they wanted. This creates a vicious cycle, where pay inequity begets more pay inequity ‒ and women are systematically excluded from economic opportunities. At the same time, while women experience a motherhood penalty, men experience a fatherhood premium ‒ working more hours and reaping bigger rewards than those without kids. As Nobel laureate Claudia Goldin put it, when describing her pioneering research on the pay gap, 'Women often step back, and the men in their lives step forward.' Because here’s the thing: The 'choice' to step back from the workforce isn’t much of a choice at all. If grandma isn’t around to pitch in and child care costs more than rent, what other option do you have?"

For the past few months, I’ve been researching burnout amongst cultural sector workers. It's been heartbreaking to hear from a number of incredible women, especially (but not always) middle-aged women and those in management and leadership positions, who felt they had no option but to leave roles due to burnout.   In many cases, this burnout was caused by toxic practices and behaviours, particularly bullying. The decision to leave roles was a vital self-protection measure against the effects of bullying and burnout, including mental and physical health conditions, exhaustion, and chronic loss of confidence and self-esteem.   Why should brilliant, competent, creative women be forced to leave roles because their organisations are not safe spaces?   This #InternationalWomensDay, I’d urge you to consider whether your organisation provides a welcoming, inclusive, safe space for women in the workforce.   - Do women feel heard? - Are they listened to? - Is their expertise appreciated and recognised? - Are they given the tools and resources needed to do their job well? - Can they take risks or make decisions without fearing consequences from colleagues? - Do they feel able to provide challenge and constructive criticism? - Are they thanked and valued? - Can they be themselves at work? - Are they able to go to work without feeling scared?   These are absolute basic principles that should be in place at every workplace. If this doesn’t sound like your organisation, there is no excuse – do better.

"You can have it all." That’s what we were told growing up, right? A brilliant career. A happy family. A beautifully balanced life. But the truth? For many women, having children doesn’t just pause your career—it can derail it entirely. I know, because it happened to me. In 2020, I was one of the 74,000 mothers every year who lose their jobs because they got pregnant or took maternity leave. The pandemic was the final blow. I was made redundant from a job I loved—part-time, in recruitment, at one of the Big 4. What followed? A soul-crushing search for part-time work where every opportunity seemed to come with a massive pay cut or zero flexibility. Recruiters would disappear the minute I mentioned part-time hours. And it turns out, I wasn’t alone. A new article in The Times reveals that 74% of millennial women and 71% of Gen Z believe having children ruins your career. That’s heartbreaking—but not surprising. Because the working world was never really designed for us, was it? Not for mothers. Not for women who want to grow their families and their careers. Not for anyone trying to make work, well… work. That’s why I started Investing in Women—because I didn’t want to be forced into a career step-down just to make family life function. And I know so many others feel the same. So, to all the women quietly juggling, compromising, or walking away from careers they love—this isn’t your fault. It’s the system that’s broken. But you’re not alone—and we’re not giving up. ❤️

How centuries of sexism excluded women from science — and how to redress the balance 👩🏾🔬 “Physicist Athens Donald’s research was dismissed as ‘cookery’. Now she’s written a primer on how to fight back. Despite growing numbers of women participating in science, technology, engineering and mathematics (STEM), barriers to entry and retention remain prevalent. Numerous reports outline the problem. Some 35% of the US STEM workforce are women, with fewer in the European Union (17%), Japan (16%) and India (14%). But harassment and discrimination remain common. Just over one-fifth of women in STEM are considering leaving their field, whereas two-thirds of those who have left wish they could return. However, such numbers don’t explain how the situation arose or how to repair it. British physicist Athene Donald offers answers in her latest book. Not Just for the Boys is an enjoyable and useful primer on the challenges faced by women in STEM. Donald, an experimental physicist at the University of Cambridge, UK, and a leading authority on gender-equity issues, draws evidence from history, neuroscience and social science to explain why gender bias is rife in STEM. With close attention to the societal factors that affect education and career choices, she successfully argues that the scientific workforce needs more women. The book’s main point is that ‘science is done best when it is approached from as many different angles as possible’. Maximizing the diversity of scientists’ backgrounds is crucial in avoiding groupthink and the domination of ideas from one group.” #WomenInSTEM #GirlsInSTEM #STEMGems #GiveGirlsRoleModels https://lnkd.in/gTx-H4b4

Just off the phone with a woman who has been pushed out of her job following maternity leave. Marginalised and cut out of the day-to-day by her temporary maternity cover, who the agency is now pedestaling, whilst diminishing her role and responsibilities to the point of each day being a battle for recognition and basic respect. It’s left her little choice but to jump ship for her own sanity and wellbeing. And this is not an isolated incident. I know of at least 50 similar cases involving women on maternity leave. Some of these women find themselves replaced during their leave, with their positions conveniently renamed to facilitate a so-called redundancy. Others face a chilly reception when they return, with derogatory remarks about working part-time and being side-lined from significant projects, despite their senior roles and expertise. And of course, there are those like the woman I just spoke to whose temporary replacements often overtake their positions with the full support of company leadership, eroding their confidence and making them feel undervalued at a time when they most need support and a warm welcome. The advertising industry often discusses the lack of women in mid-career positions and the resulting loss of experience and imbalance in leadership. But that isn’t the result of women choosing to exit their careers as they approach their mid-30s or 40s. No. They are being driven out by inadequate policies and deplorable attitudes. There's a misconception that mothers lack ambition, reliability, and the ability to work long hours, perceived as less competent; like they’ve had a baby and a lobotomy at the same time. This couldn't be further from the truth. Mothers are incredibly capable, excelling at multitasking, focused and efficient due to their limited time, and they have no patience for inefficiency or wasted effort. These women are powerhouses with newfound strengths. However, the industry sees them as underperformers, ineffective, a burden. And it’s the industry’s loss - a loss to creativity, to mentoring young talent, to innovation, growth, and ultimately, to profitability. Forcing mothers out of the industry is insanity – a move that only accelerates agencies gradual decline into obsolescence.

Over 1.2 Crore women have left India’s workforce in 2024! India’s workforce is facing a silent crisis as 1.2 Crore women have either been laid off or quit their jobs in 2024. This isn’t only a gender issue. It’s a massive economic and business challenge growing day after day. Let’s look at the alarming numbers of women quitting the workforce: ❌ Female workforce participation in India has dropped to 27% which is well below the global average of 47%. ❌ 45% of recent layoffs in tech, BFSI, and startups have affected women. ❌ Women-led startups received only Rs 58,000 crore in VC funding, which is making it harder for them to scale. ❌ India’s pay gap is 19% which forces many women to reconsider corporate careers. If this trend continues, India could lose Rs 7 lakh crore in economic productivity over the next five years. 4 key reasons behind this decline: 1. Layoffs & hiring bias: Mass firings across industries have disproportionately impacted women, while post-layoff rehiring has been slower for them. 2. Burnout & unpaid care work: Women continue to shoulder 85% of household responsibilities, making full-time careers harder to sustain. 3. Lack of leadership roles: Women hold only 4.7% of CEO positions in India’s top companies, limiting career growth opportunities. 4. Rigid work cultures: Fewer companies are offering hybrid, flexible, or family-friendly policies, pushing many women towards freelancing and gig work. Let’s look at the unseen impact on businesses & industries: - Corporate talent drain: Companies are losing high-potential mid-to-senior female talent as it leads to gender imbalances in leadership pipelines. - Drop in innovation & performance: Studies show that companies with diverse teams outperform competitors by 25%, yet industries are failing to retain female talent. - Economic setback: A declining female workforce could reduce India’s GDP by Rs 15 lakh crore annually. - Rise of women-led entrepreneurs: Many women are launching their businesses and fueled a boom in new-age brands. To bring women back to the workforce, we need to, ✅ Inclusive policies: Rehiring, reskilling, and leadership opportunities must be equally accessible to women. ✅ Better work policies: Childcare support, flexible work models, and equal pay can prevent further talent loss. ✅ Investment in women-led businesses: Increasing VC funding for female founders and business owners will create an equal entrepreneurial ecosystem. India’s ambition to become the world’s largest and second-largest economy cannot succeed if half its workforce keeps shrinking. The time to act is now before it is too late. What’s the biggest factor driving women out of the workforce in your opinion? What do you think? #womenempowerment #economy #india #business #gender #equality 

It's not the pipeline, It's the System. June 23rd is celebrated as 'International Women in Engineering Day" #INWED Sadly the harsh reality, engineering colleges in India produce the highest number of women in STEM graduates/engineers and many of them actually do make it to the workforce. The real challenge is their retention and progression. With 2+ decades in tech and now consulting for tech companies on their Gender Equity Strategy, I’ve seen this challenge firsthand. The issue isn’t talent availability, it’s systemic. In most households, a woman’s career is still seen as optional. That mindset and bias bleeds into workplaces, shaping how women are hired, retained, and promoted. So what can organisations do, 1. Relook at org culture and design. Are your systems, policies, and leadership norms built equitably to support who stays, rises and how. 2. Representation matters, especially in especially in mid and senior levels, invest in retention and have hiring goals across grades. 3. Move from gendered to gender neutral policies. Eg. Maternity to Parental Leave Policy that supports all care-givers. Reframe workplace policies from “women-centric benefits” to equitable caregiving support that normalise shared responsibility and reduce bias. 4. Women in Tech Returnee programs - I've seen immense success in these programs, that offer companies experienced tech talent with a little investment. #Vapasi from Thoughtworks, #Spring from Publicis Sapient are two examples 5. Conduct Stay Interviews, Not Exit Interviews. Understand why women leave and what it takes for them to stay and grow and act on the inputs. 3. A Clear Career Progression Path with mentorship and sponsorship - Bias in growth opportunity for #WIT is real, if there is no intentional support to overcome these bias, talent walks away. 4. I Need to See More Like Me! There is a lack of role models. Accelerated Women in tech leadership programs, fast-tracking the leadership journey of high potential women are some ways to address this. 5. Collective Ownership. Gender Diversity in tech is not a HR, leadership or DEI responsibility. Make it the very fabric of the org. to drive shared accountability. 6. Data is not just diagnostic, it's directional. It guides us on investments to be made, unseen bias and where and what needs to change, it's your mirror don't ignore it. #Inclusion is a organisational capability and leaders are it's torch bearers. Their actions, direction and decisions every single day, signal what truly matters. The Women in tech, talent pool exists. The question is, are you ready to retain, grow, and lead with them? #WomenInTech #WIT #GenderEquity #DiversityInTech Diversity Simplified Image description: A newspaper article titled “It’s Not the Pipeline, It’s the System” from Times of India, Bangalore edition which highlights the gender gap in engineering.

👷🏽♀️ “She just handed in her resignation! No warning, no complaints. We thought she was doing great. She was a solid engineer. I mean she was smart, reliable, got along with everyone. I thought she was happy here.” I’ve heard that from execs too many times after a woman of color engineer resigns. But here’s the truth: She wasn’t unhappy. She was unseen. Mid-career women engineers of color are quietly exiting firms, not because they can’t hack it, but because they’re not being sponsored, supported, or seen as leadership material. 💼 They’re tired of proving themselves over and over. 📉 They don’t see a path forward. 🛑 And your competitors are scooping them up. If you’re not actively developing and sponsoring your mid-career women engineers of color, they’re watching the exit door quietly. And some of your competitors are opening their doors to them. Retention is a leadership issue, not just HR's job. Let’s fix the system before you lose the talent you're already invested in. Read more in my newsletter this week. #EngineeringLeadership #RetentionStrategy #DEIinAEC #PositiveHireCo

A new report reveals the hidden career penalty women face in accounting in the UK. 42% of women with kids 5-9 say being a parent is their primary barrier to advancement. Another 41% say time off for childcare is an obstacle. The rates are way higher than for male counterparts. It's not about ambition. 71% of women with young children still believe they can reach senior positions. 81% of mid-career women say they have a lot to offer. The problem is structural, not personal drive. One woman was promised partnership before maternity leave. It got deferred while she was out, then deferred again when she returned "to see if she could cope." Nearly 70% of mid-career women worry that working from home will hurt their careers. Many firms have flexible work policies on paper, but the culture hasn't caught up. Women get questioned about their commitment when they actually use the flexibility. Evening networking events create impossible choices between career and family. The result? A quiet exodus of talented women to smaller firms, public sector, or self-employment. Read the full report findings: https://lnkd.in/gzx_f5SA

When you hurt genuinely kind employees, the impact may not be immediately visible. They won’t lash out, create disruptions, or voice their frustrations in the open. Instead, they’ll carry their disappointment silently, continuing to perform their duties with the same professionalism and dedication they’ve always shown. But beneath the surface, something changes. They’ll start to disengage, not out of rebellion, but as a quiet acknowledgment of their worth. They’ll step back gradually, creating space where once there was trust and loyalty. These are the employees who went above and beyond, who believed in the mission of the organization and gave their best without hesitation. When that trust is broken, it doesn’t explode—it erodes over time, leaving them with no choice but to prioritize their well-being. They won’t stop being valuable contributors or lose their professionalism, but they’ll no longer view the organization with the same loyalty. Losing kind, dedicated employees isn’t just a staffing issue—it’s a loss of something truly irreplaceable. Cherish them, value their trust, and ensure their efforts are recognized. Because once they’re gone, it’s not just a role you lose—it’s a piece of your organization’s heart. LinkedIn LinkedIn News India LinkedIn for Learning #KindnessAtWork #TrustAndLeadership #ValuingEmployees