Exploring Fairness: Insights from Leading Figures
In the pursuit of gender equity in workplaces, a pressing issue has come to light: high turnover rates among female employees, particularly early in their careers. This trend is evident across various sectors, including blue and grey-collar jobs, tech, and others.
According to recent statistics, women's representation in blue and grey-collar sectors has increased slightly, reaching about 19% as of FY 2023-24, up from 16% in FY 2020-21. However, over half (52%) of female workers with less than one year of experience plan to leave their jobs within the next 12 months. This intent drops dramatically to 3% for those with more than two years of experience. Among 1,500+ women who left their jobs in the past six months, 67% exited the workforce entirely.
The tech industry presents a similar picture. Women hold about 33-35% of STEM roles in major US companies, but are heavily underrepresented in core technical positions. Women in tech are approximately 45% more likely to leave the industry than men, with half departing by age 35. Reasons include negative company culture, limited growth opportunities, and family responsibilities.
The Eagle Hill Consulting Employee Retention Index (2025) further confirms this trend, showing that women show a higher propensity to leave jobs (Retention Index score of 95.5) compared to men (109.3).
These high early attrition rates and limited promotion pathways hamper gender equity progress. The exit of women from the workforce or industries like tech reduces female representation in senior and technical roles. Addressing workplace culture, advancement opportunities, and work-life balance support are critical to improve retention and promotion of women.
The theme for "International Women's Day" 2023, "Embrace Equity", underscores the need for action towards gender equity. The event, a global call for action towards achieving gender equity, is being observed this year. Companies worldwide are encouraged to incorporate gender equity into their operations.
The high rate of departure among female leaders could lead to a leadership gap in some industries. This trend might necessitate a reevaluation of EDI strategies by employers. If employers do not meet these demands, female workers have no qualms about leaving.
There is a recognition that significant steps are still needed to achieve gender equity in workplaces. The departure of female employees could be a response to perceived lack of progress in EDI initiatives. The ongoing struggle for gender equity in workplaces is underscored by "International Women's Day", a day that reminds us that there is still much work to be done.
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- To combat the high turnover rates among women in various sectors, such as blue and grey-collar jobs, tech, and others, it's crucial to foster a culture of diversity and inclusion that promotes workplace-wellness, health-and-wellness, and women's health.
- In line with the theme for "International Women's Day" 2023, "Embrace Equity", companies worldwide should take decisive action to incorporate science-backed practices in their operations, ensuring equal growth opportunities, addressing negative workplace culture, and maintaining a balanced lifestyle for female employees, thus reducing attrition rates.
- The fashion-and-beauty industry can also play a role in supporting gender equity by promoting inclusion and offering sustainable, ethical, and inclusive products, reflecting the diverse needs and preferences of its female consumers, thereby encouraging retention and ladies' active participation in the workforce.
