Building Workplaces Where Women Thrive: Key Takeaways from Deloitte's Report on Women at Work in South Africa
A recent report by Deloitte, titled "Women @ Work 2022: A Global Outlook," paints a concerning picture of working women in South Africa. The study, which surveyed 500 South African women alongside 4,500 women from nine other countries, reveals widespread burnout, limited access to flexible work arrangements, and a pervasive feeling of exclusion in hybrid work environments. These factors are pushing a significant number of women towards the exit door, potentially exacerbating existing gender imbalances in the workplace.
Burnout and Stress on the Rise: The report highlights a worrying trend of burnout among South African women. A staggering 40% of respondents reported feeling burned out, mirroring a global average of 46%. This burnout is further compounded by heightened stress levels, with 51% of South African women stating their stress levels had increased compared to the previous year. These findings align with a 2021 report by the World Health Organization (WHO) which identified burnout as an "occupational phenomenon" significantly impacting mental and physical health [1].
Burnout is a serious concern with far-reaching consequences. A 2022 study published in the Journal of Occupational and Environmental Medicine found a direct correlation between employee burnout and absenteeism, decreased productivity, and higher healthcare costs [2].
The Great Resignation and Working Women in South Africa: The high levels of burnout and stress are directly impacting women's career trajectories. The report reveals that nearly 40% of women actively seeking new employment cite burnout as the primary reason. Furthermore, a significant portion of the workforce is planning an exit: a staggering 40% of South African women surveyed plan to leave their current employer within the next two years, with only 10% intending to stay for more than five years. These figures align with the broader phenomenon known as the "Great Resignation," where employees are reassessing their work-life balance and priorities in the wake of the COVID-19 pandemic [3].
Limited Flexibility and the Challenges of Hybrid Work: The report also sheds light on the challenges women face in accessing flexible work arrangements. Despite the potential benefits of hybrid work models, many South African women are not reaping the rewards. Only 26% of respondents reported having access to flexible work policies offered by their employers, compared to a global average of 33%. This limited access reflects a broader cultural stigma surrounding flexible work arrangements, particularly for women who are often perceived as primary caregivers.
Furthermore, the implementation of hybrid work models has presented its own set of challenges. A concerning 54% of South African women working in hybrid environments reported feeling excluded from important meetings. This feeling of isolation can hinder career progression and limit access to mentorship opportunities. Additionally, only 24% of South African women stated their employers had set clear expectations regarding working hours and locations in a hybrid environment. This lack of clarity can lead to confusion, stress, and a sense of being "always on."
Microaggressions and the Fear of Retaliation: The report also delves into the subtle yet persistent issue of microaggressions faced by women in the workplace. Microaggressions are subtle forms of discrimination, often unintentional, that can communicate negative messages about a person's race, gender, or other identity group [4]. The study found that 57% of South African women working in hybrid environments reported experiencing microaggressions, potentially contributing to the feeling of exclusion reported by many.
Perhaps even more concerning is the fear of retaliation that prevents women from reporting these non-inclusive behaviors. A staggering 93% of respondents believe that reporting microaggressions or other forms of bias will negatively impact their careers. This fear of retribution creates a culture of silence, allowing these behaviors to persist and hindering progress towards a more inclusive workplace.
Gender Equality Leaders: A Beacon of Hope: Despite the concerning findings, the report also identifies a glimmer of hope. Deloitte defines "gender equality leaders" as organizations that prioritize building inclusive cultures and actively support women's careers. The study found that women employed by these organizations reported significantly higher levels of well-being, job satisfaction, and mental health support. For example, 87% of women working for gender equality leaders felt comfortable discussing mental health issues with their employers, compared to only 25% of those working for companies lagging in gender equality efforts.
These findings highlight the crucial role of organizational culture in supporting working women. Companies that prioritize diversity, equity, and inclusion (DE&I) initiatives are demonstrably creating work environments where women can thrive.
Recommendations for Creating a More Equitable Workplace: The Deloitte report offers valuable insights for companies seeking to create a more supportive and equitable work environment for women. Here are some key takeaways:
Conclusion
The Deloitte report paints a concerning picture of the challenges faced by working women in South Africa. Burnout, limited access to flexible work, and a pervasive feeling of exclusion are pushing many women towards the exits. However, the report also offers valuable insights for companies seeking to create a more equitable and supportive work environment. By prioritizing mental health, embracing flexible work arrangements, leading with inclusive practices, and investing in DE&I initiatives, companies can empower women to thrive and contribute their full potential to the workforce.
This shift towards a more equitable work environment is not just morally imperative, it's also good for business. A 2019 McKinsey & Company study found that companies with a strong commitment to gender diversity outperform their peers on financial metrics [5]. Investing in the well-being and career advancement of women is not just the right thing to do, it's a smart business decision.
Looking Forward
The findings of the Deloitte report serve as a wake-up call for South African businesses. By prioritizing the well-being, flexibility, and inclusion of women, companies can not only stem the tide of the "Great Resignation" but also create a more diverse, equitable, and ultimately more successful workforce.
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