2024 Gartner-AWESOME Women in Supply Chain Report - Flipbook - Page 20
Figure 10: Lack of Career Opportunities and Higher
Compensation Are the Main Reasons Women Leave
Reasons Why Women Have Left Company
Top 3 Ranks Summary
Mid-level Roles
(n=59)
Entry-level Roles
(n=30)
See king g reater comp ensa ti on
43%
La ck o f care er opp ortuni ti es /&
Lo w mana ger qu ali ty
23%
23%
See king a ca reer cha nge
11%
27%
6%
7%
23%
17%
14%
17%
22%
10%
11%
12%
7%
0%
22%
24%
7%
La ck o f in clusi on an d fe eli ngs of&
22%
24%
23%
La ck o f al ign ment betwe en&
33%
25%
23%
Burn out
6%
10%
30%
Re ti remen t
39%
24%
La ck o f de velo pmen t op portun ities
La ck o f wo rk fle xibi lity
61%
56%
13%
Di fficu lty b ala ncin g dome sti c w ork&
28%
41%
40%
Feel ing u nde rapp recia te d at w ork
Senior-level Roles
(n=18*)
35 %
70 %
0%
35 %
70 %
0%
35%
70%
n varies, End-user Respondents
QA21/22/23. What are the top reasons why entry-level/mid-level/senior-level women are leaving your organization?
Source: 2024 Gartner/AWESOME Women in Supply Chain Survey
*LOW SAMPLE SIZE. RESULTS ARE DIRECTIONAL
In a durable finding over the years, dissatisfaction with compensation and career opportunities continue to be the top
two reasons women are leaving. Notable differences compared to 2023 were that compensation was less likely to be
the primary driver of attrition, while lack of career opportunities grew in importance. Other attrition drivers that grew
relative to last year were lack of work flexibility, lack of development opportunities, difficulty balancing domestic work
and care responsibilities, and lack of alignment between individual and organizational purpose.
Elsewhere we see other indicators that need attention. While burnout as a big attrition driver dropped six points for
senior levels and nine points for mid-level roles, it grew from 14% to 23% for entry-level roles. Another level-specific
red flag is senior-level women feeling underappreciated at work, which ballooned from 19% last year to 61% this
year.
The conclusion? CSCO vigilance on their organization9s employee value proposition (EVP) and its relative
competitiveness in a tough labor market is a must. This includes not only pay and benefits packages but the day-today employee experience that makes it possible to get up each day with the motivation and energy required to do
these tough jobs.
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