Work style is key for women seeking new employment
During the Employee Insights Survey 2017 conducted by Robert Walters, 97% of a total 439 women answered that they would like to take advantage of work styles that allow flexible working hours or telecommuting. An overwhelming majority of respondents (82%) answered that they want to "improve work-life balance". The number two reason for men, "skill development", was seven points lower for women, placing third after "mitigating the physical and mental stress of commuting to work" (48.5%). There was not a significant difference in the gender or age of respondents who considered work style as an important factor when changing jobs.
As an increasing number of companies proactively promote women's participation in the workplace, the ratio of men to women among individuals who sought new employment was about 5:5. This indicates a rise in the number of women who seek new employment and who consider flexible work styles to be crucial in forming long-term careers. There is an increasing trend for women to utilise a change of job as a way to advance their careers.
Here, we offer helpful hints while shedding light on what women value regarding work.
High support for flexible work hours and telecommuting
When women were asked what systems they would most like to utilise if given the opportunity, the top answer was flexible work hours, and the second was telecommuting. These answers suggest significant interest in flexible work styles. On the other hand, 73% of women answered that they found those systems difficult to utilise, or have concerns about utilizing them. If a majority of people find these systems to be difficult to make use of, there is little chance that usage will spread, even if such systems are made available.
The reasons behind respondents' concerns and the differences seen between men and women are even more noteworthy. The majority of men answered that utilising these systems may negatively impact how their work is evaluated and their promotion prospects. On the other hand, the largest concern for about 40% of women was regarding the potential negative reactions from their colleagues. Although reasons for seeking flexible work styles vary, such as wanting to improve one's work-life balance and work longer, or wishing for the flexibility to raise children or care for elderly family members. An unexpectedly large number of women express anxiety about how they will be seen by the people around them. Many find it difficult to leave work early if they are utilising a flex-time scheme, and others are concerned about what their bosses or colleagues would think if they are the only ones to be telecommuting.
The job description and salary are deciding factors when deciding to find new employment, however workplace relationships are also important.
The top deciding factor for women seeking to change jobs is the job description, while salary came in second. These results are not at all surprising, though we would like to focus on the third most common reason, which was workplace relationships. Successful workplace relationships and relationships of mutual trust start with teamwork and leadership, and prove to be significant in various areas of the workplace. The consideration paid by employees to their peers can result in a reluctance to utilise flexible work schemes, to avoid being seen in a negative light by their colleagues. In this regard, companies must be creative to provide systems that encourage people to make use of these schemes once they are available.
Women and leadership
Revisions to the Act on Promotion of Women's Participation and Advancement in the Workplace has spurred many companies, mainly foreign-owned companies, to offer leadership training programs geared towards women. In recent years, this trend has been spreading to Japanese-owned companies as well. It has been shown that even for bilingual women working in foreign-owned companies, many women in management positions find it difficult to take the reins of leadership when they oversee staff that are male, older, or that are native English speakers.
Just as people have diverse value systems, there is a wide range of leadership styles. Even if the opportunity to enrol in a training program does not present itself, you can make simple efforts to enhance your awareness. Consciously check if you are not harbouring any unconscious biases. This involves observing your own thoughts and feelings, and identifying if you have internalized any subconscious notions of inferiority due to your gender or age. You may find that you feel reluctance toward assuming a leadership role due to concerns of being thought of as overly emotional because you are a woman, or as acting overly self-important despite your age. Make the most of mentoring programmes and company events to seek advice from male or older employees around you. This may help you discover a leadership style that works for you.
The best companies have merit-based assessment systems and environments that espouse gender equality
Before moving to a new job, ask about the company's performance assessment system in detail. If you find it difficult to ask during a job interview, ask a recruiting agent to check for you. Apart from learning about a company's performance assessment system, it is also important to consider whether promotion opportunities and leadership opportunities are equally offered to men and women when deciding on a new place of work. Whether you are a man or a woman, if you are considering the possibility of having children or caring for elderly family members while building a long-term career, it is essential to choose a company that assesses performance based on the results you produce, rather than hours spent working and in overtime.
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