When you’re sizing up a potential employer, what are some of the factors that go in your Pros column? For men and women alike, a lot of those priorities will look similar, but there are certain items women tend to value more highly than men according to Gallup’s Women in America: Work and Life Well-Lived.
What Motivates Women to Work?
For 84% of the 323,500 US women Gallup surveyed, the satisfaction of earning their own money provided a compelling reason for working. Three-quarters report that they work because they enjoy the work itself, and two-thirds are drawn to the relationships formed in the workplace.
What Makes a Workplace Attractive to Women?
Our last article outlined some of the organizational shortcomings causing women to leave the workplace, but what are some of the positive characteristics that draw female employees to a company?
- Good Match. Two-thirds (66%) of women—11% more than men—place the greatest emphasis on whether the position matches their strengths and talents. For most women, having a job that allows them to flourish and achieve their potential is more important than a boost in pay, which only 39% ranked “very important” when evaluating a potential job.
- Balance. For 60% of female respondents (vs. 48% of men), the ability to balance professional and personal responsibilities is the second most-important factor in considering a new job.
- Dependability. For both women (52%) and men (50%), workplace stability ranks relatively high.
- Standing. As many as 39% of female respondents (compared with 33% of men) ranked a company’s brand, or reputation, as “very important” when weighing whether to join the organization.
- Purpose. Ten percent more women (32% versus 22%) consider an organization’s cause “very important.” For female millennials, however, the opportunity to do meaningful work (38%) outranks reputation (34%). Purpose-driven work holds a higher appeal for this new generation of women, who have had the greatest access to education.
What Do Women Bring to the Table?
Political correctness aside, why should a company make efforts to recruit female employees? In what ways do women have the statistical edge over men?
- Engagement. Female employees have higher rates of engagement than men: 35% versus 29%. That 6% differential is echoed in management roles, with 41% of female leaders being engaged versus 35% of male leaders. As we’ve repeatedly stressed in past articles (Blue Ocean Leadership: 4 Steps to Boosting Employee Engagement, Millennial Mindset: What Gen Y Wants out of Work and Life, Naughty or Nice: Which Makes for a More Effective Leader? and The Top 4 Employee Needs to Fulfill for Greater Happiness and Productivity), research shows that higher employee engagement leads to yields in productivity and profits.
- Stronger Teams. Female managers are not only more engaged than their male counterparts, but their team members are more engaged, too. Whether it’s due to higher emotional intelligence, better relationship-building skills, a more intuitive approach or an emphasis on cooperation over competition, female leaders garner 6% more engagement from their employees.
- Satisfaction. According to Gallup’s Q12 employee engagement data, more women report that their companies are meeting their needs than men do. This is surprising given the failure of many organizations to offer a flexible workplace and accommodate women’s unique needs as we’ve discussed previously. Still, in 11 out of the 12 items on the Gallup Q12 engagement survey, female employees score higher, which is in line with the findings that female employees are more engaged in general.
- Potential. Female leaders often hone in on the strengths of their team members and are more likely to encourage the development of their employees’ potential. They tend to play a more nurturing role, coaching rather than dictating. Women generally practice more collaborative, democratic forms of leadership, whereas traditional patriarchal models follow a more authoritarian hierarchy.
- Bottom Line. Gallup notes, “Gender diversity strengthens a company’s financial performance.” While it is difficult to pinpoint the precise causes, organizations with more female employees and managers tend to fare better financially—perhaps from a combination of deeper engagement, increased productivity, stronger performance and greater workplace satisfaction.
How Can You Create a More Female-Friendly Workplace?
If you’d like to reap the rewards of gender diversity at your company, call me at 541.601.0114 or email to find out how Capiche can help improve your organizational culture; articulate your branding; and boost employee engagement, productivity, performance and profit.