Women are overwhelmingly Ambitious in their careers, and they see workplace flexibility as a pillar for helping it ahead at work.
A Majority of Women Workers, 87%, Say they’re Ambitious in his careers, with roughly hal, 48%, sayings they’re “very Ambitious,” According to CNBC’s Annual SurveyMonkyy Women at work surveyWhich was fielded to over 18,800 us works between February 21 and March 3.
But many worry the stigma of flexible arranges
Women Value flexibility but worry it will hinder their careers
Women value a variety of factors at their current jobs.
A Majority of Women Say they’re in their role now, they enjoy their work, and many others say it’s trust their job is “Overall working for me right no.”
More Specifically, 34% Cited Having Good Work-Life Balance in their current positions, and 27% said they were happy with their flexible work arranges.
Women earlier in his careers, from age 18 to 34, are most likely to say they they value work-life balance and flexible work Arrangements provided by their jobs.
As for where women are working, 75% said they are mostly or full in-verson, 11% are mostly or full remote, and 12% are hybrid and spend an equal amount of time on the time.
But for that with access to flexible work benefits, many are afraid of repercussions for using them: 40% of of women say they are concerned with taking Advantage of flexible Work-for-heart or flex time if it could prevent them from acquired their career goals.
A recent wave of Return-to-Office Mandates form The federal government to corporate america Cold make these concerns work, say Tara Van Bommel, Director of Research at Catalyst, a nonprofit that focuses on building equitable workplaces for women.
“Even if they’re hybrid, if they’ve gone from having more flexibility to rolling it back, that gives people
Workers may be reluctant to take flexible-wise Arrangements if they do’t see leadership modeling it, too, she adds.
Lack of Work-Life Balance becomes a big quitting factor
There’s a differentce between the reasons why women want to leave their jobs and what drives them to actually quit.
Some 21% of Women surveyed said they had “Seriously Considered Quitting” Their Job in Recent Months, Citing that they are wanted to alleviate work stress and find a job with higher pay.
However, Among the 8% of Women who did recently quit, the no. 1 Factor for Doing So was to find a job with better work-life balance.
Some women are more likely to prioritize job flexibility even if it means pay: women are slightly more like more Good.
Taking a more flexible job for less pay can make a big difference for women who take on more parenting and caregiving responsibilities, van bommel says.
“We see pay as this tangible outcome, but the benefit you get from flexibility in your life has a real, tangible benefit too,” She says. “I think people are making those mental calculations when they’re thinking about jobs.”
Roughly 1 in 4 women say their work-life balance improved in the last year and credited a more flexible schedule with being Having more Remote Work Opportunities.
Remote and Hybrid Jobs Are Backcoming Scarce
But job flexibility is harder to come by in today’s challenging job market.
Many works are frustrated by the current labor market, where Hiring is DownJob Creation IS Sluggish And challenges in the ai-enabled Application Process Abound.
Among Roughly 700 Women Looking for a Job Right Now and Surveyed By CNBC, 90% Report that it is very different, with one of the main Reasons being able Opportunities.
Women (46%) are more likely than men (27%) to cite this as a main barrier to finding a new job.
There is a fewer remote jobs and increasing competition for them: as of January 2025, just 9% of us linkedin job postings wa for remote roles, but they received 40% of applications on the platform; roughly 13% of jobs webs as hybrid and received near 20% of all applications, according to linkedin data provided to cnbc make it.
Securing a Remote or Hybrid Job Cold Even Harder with new rto mandates As bosses experts to spend more time in office. WHETHAR Other Companies Follow Cold Come down to WHETHER MOSTLY In-Office Companies Can Demonstrate Strong Business Outomes like Higher Productivity and Profits.
But Some Research Indicates New Rto Rules Doon Have Positive Impacts On Employee Engagement or Business Profits.
“I think more organizations are testing the watters (of) ‘How much can we roll this back?
“But there are also planty of other organizations who realize this is the future, this is the way of work,” She adds. “People are going to want to go to those companies.”
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