Why do women leave companies in male-dominated industries?
It is a million-dollar question. The reason why it's a million-dollar question is that the cost of turnover, the cost of losing talent, losing that knowledge that you've invested in, you've hired this great person and that goes out the door and you don't know why that is a massive drain on the bottom line. According to Catalyst Report released in 2017, only 6.6% of women work-full time in male-dominated occupations in the United States. In 2019, these decade long issues are still very pervasive and persistent. Women working in male-dominated cultures have found exciting reasons to be engaged in these industries. They want to work, but they're often forced to quit and leave their jobs through unspoken cultural norms. In this episode, we’ll go through the common obstacles that women face in male-dominated industries that many see as outdated, but they're still relevant as well as talk about the solutions to these obstacles.
About the PowerBanking Podcast PowerBanking is The Podcasts for women leaders who work in male-dominated industries. Hosted by Founder of ZeroGap.co & best-selling author, Jacqueline V. Twillie. The focus of this podcast is on tools and strategies that help women enhance their leadership blueprint and embrace her power to effective in work and life.
Episode Spotlights [04:00] Most leaders are not aware of all of the issues that women face because women are afraid to talk about it. Challenges Women in Male-Dominated Industries Face [05:50] Pervasive stereotypes: women are weaker, they're not as knowledgeable compared to their male counterparts in the company who are perceived as being stronger, or they're smarter. [06:05] The perception that women are outsiders and they threaten the "way things have been." [06:20] The industry and cultural behaviors have to be more refresh to be inclusive. [06:30] Work-life demands to impact the hours that women are willing to work as they advance in their careers, and grow their families. Women are caring for both children and elderly members in the family, impacts the hours that they are can work. [07:50] Fewer mentoring opportunities which women reported as being important to their success. [08:40] Sexual harassment: it has a new level of awareness such as the #METOO and TIMESUP era.
Best Practices For Engaging and Retaining Women Leaders In Companies Within Traditionally Male-Dominated Industries [09:10] Have effective training and development programs and strategies that align business goals with an inclusive business model. [10:10] Solutions for pervasive stereotypes that say women are weak men are strong, and that women are not knowledgeable and men are smarter. [11:07] Have team meetings or company-wide recognition meetings that bring to the forefront examples of women who are performing well in the industry. [11:50] Solution for the view that women are outsiders and they threaten the "way things have been." [12:08] Men should clean up their language they’re talking to women by using colorful language. [12:23] If your company culture is counter to using colorful language, then it's not women who are outsiders who threaten the way things have been, it is that the values haven't been communicated in a way that trickles down into the organization. [12:50] When it comes to “the way things have been,” if a wants to remain innovative, competitive, and in business, they have to adapt with the times and update and have inclusive work environments. [13:35] Solution for the work-life balance impact hours.
