Are female execs really giving it all up for family time?
Well, if you believe the countless prime-time news shows or the talk shows, the answer is a resounding “yes”. I was among the millions who tuned in to the Oprah shows that featured top female execs, popular anchorwomen and CEO’s explaining why they chose to “walk away” from the partner track, the corner office, the rat race and, yes, the big bucks so that they could spend time with their cherubic offspring and neglected partners.ÂÂ
Awww. Sweet. But, ultimately, not true, at least according to a recent survey by Boston College’s Simmons School of Management. Over four hundred women participated in a study designed to examine the rationale behind their career choices and the extent to which women in their positions are leaving the workforce. The study’s findings were as contradictory to popular lore.
Firstly, the study found that women (at least those who participated) were not leaving in droves; but they were attempting to broker better work arrangements in order to spend more time with family and still maintain their incomes.
In fact, the study found that 90% of respondents have used some sort of flexible work arrangement during their career. The arrangements varied from flexible scheduling to telecommuting to job sharing. This is a great leap forward from 58% reported in the Hewlett and Luce study in 2005.
The average age of the respondents was 43. Fifty-eight percent were married and 61% had children. So, it wasn’t surprising to find that the younger women were less likely than their older counterparts to use flexible work arrangements, and participation rates grew as women grew older (from 80% use under 30 to 90% use over 30).
Secondly, the study found that participation rates varied by industry. Not surprisingly, technology and nonprofits led the pack at 96% and 92%, respectively. The medical industry’s overall participation rate was 88%. The finance industry rate was 86%. The type of flexible work arrangement used also varied by industry with telecommuting being used most in technology firms than in nonprofits or finance, and flexible hours being the most used arrangement across all industries.
Finally, and most persuasively, the study found that for most women opting out of the workforce is NOT an option. Eighty-six percent of women reported providing more than half of their household incomes. Over one-third reported that they were solely responsible for paying the bills. Only 18% opted out by voluntarily taking time off during their career.
It is not financial obligation alone that keeps these women in the workforce; 90% of women rated “create a secure financial future” and “develop skills and expertise” as “very important” or “extremely important”. And, 80-90% said that the three goals–secure financial future, developing skills and meeting financial obligations–were goals they would not give up. Twenty-two percent of the respondents were women of color, 85% held college degrees, 58% were married and 61% had children. And these findings were true across all ages and ethnicities, and regardless of marital status and presence of children.
So, what does this mean to you?
First, flexible work arrangements will not work in every job in every industry. However, if you can figure out a way to provide the same level of service or productivity in less time (i.e. a compressed workweek), or if you can deliver the expected results to both the client and your supervisor without being present on the job site each day, then you may be able to negotiate a flexible work arrangement.
Your ability to negotiate a flexible work arrangement also depends on whether or not your contribution and your work is valued by your employer. If you are not currently in good standing, or if your work has not been 101%, you will probably have a difficult time convincing your boss that allowing you to work from home, to work fewer days or to share your job duties with someone else is a good idea.
Finally, your own disposition, working habits, home situation and financial needs will determine what type, if any, flexible work arrangement you may be able to negotiate. If you don’t work well alone or without supervision or direction, if you are easily distracted by the sounds and obligations of home, or if you cannot reduce your work hours to part-time because of your financial needs, you may not be able to negotiate and/or maintain a flexible work arrangement.
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