Women have come a long way since the 1800s. From fighting for the basic right to earn our own wages to leading meaningful change from the boardroom, the role of women in the workforce has shifted dramatically and transformed in powerful ways. We’ve proven, time and time again, just how essential our contributions are across industries.
That said, while we’ve made undeniable strides, there’s still a long way to go. As women continue to break the barriers, persisting challenges remain like pay gaps that still see women earning less than men for the same work. Responsibilities both in the home and in the office disproportionately fall on women’s shoulders making it even harder to find the balance for work and home life. Not to mention, moving up the corporate ladder is a steep climb for most of us.
It’s quite a complex landscape, but one thing’s for sure: women are shaping the future of work, and there’s no turning back. Our mission, should we choose to accept it, is to continue to push boundaries, take up space, and use our voices to demand equity.
These facts about women in the workplace spotlight just how far we’ve come, where the road still needs to rise to meet the greatness we bring to the table, and the work that remains to ensure we claim everything we rightfully deserve.
Read more: 40 Foolproof ‘Fun Facts About Me’ for Networking & New Jobs
Interesting facts about: the gender pay gap, equal work, unequal pay
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Same occupation, same title, same responsibilities, same education as your male colleagues? In many cases, women still bring home less. We can be in the same rooms, holding equal (if not greater) responsibility than male colleagues, but our paychecks rarely reflect it.
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On average, women earn three-fourths of their male counterparts (about 82 cents for every dollar). That’s why we have Equal Pay Day each year—to spotlight the fact that this pay gap still exists and to challenge companies to step up.
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That gap widens depending on other factors like being a woman of color, being part of the LGBTQIA+ community, or having kids. For example, Black and Native American women earn just 60 cents, and Latinas earn only 55 cents, for every dollar compared to white male counterparts.
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If you, like me, remember hearing, “You’ll have to work twice as hard to get half as far,” growing up—once you got into the workforce, you quickly realized just how real that sentiment is. On average, women with an advanced degree still earn less than a man with a bachelor’s degree.
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While the gender pay gap is an issue that permeates many industries, there are some career paths statistically proven to be the worst offenders. Real estate, finance, and sales related occupations account for some of the largest gender pay gaps right now, with men earning up to 60 percent more than women.
Interesting facts about: the role of diversity, equity, and inclusion (DEI)
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One in two women say that a company's commitment to diversity, equity, and inclusion is a very important factor in their decision to accept a position.
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And for the companies that prioritize DEI, their bottom line and company morale reaps the benefits. Diverse teams innovate more, and deliver stronger financial results. Plus, having women in leadership increases social and environmental impact, while boosting emotional intelligence across the organization.
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Despite all the talk about DEI, many organizations still leave many marginalized voices unheard. Alongside women, women of color, nonbinary, genderqueer, gender-nonconforming, agender, and transgender individuals remain far from achieving the same equity and benefits as male counterparts.
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When companies adopt intersectional approaches to diversity, they don’t just elevate women, they create environments where all marginalized groups can succeed. Intersectional feminism shows that when women move forward, everyone benefits.
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Inclusion also improves retention. In fact, leadership that truly commits to DEI can lower attrition by as much as 50 percent, while boosting employee commitment and potential by nearly 30 percent.
Interesting facts about: opportunities and obstacles in career advancement
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Women are more ambitious now than before the pandemic, debunking the myth that it slowed us down. In fact, 80 percent of women want to be promoted to the next level and are just as eager as male counterparts to take on senior leadership roles.
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No shocker here—despite our ambitions, there’s a promotion gap to navigate. Women are 14 percent less likely to be promoted than men.
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The biggest hurdle for women trying to move up is the “broken rung”, which refers to taking the first step from entry-level to manager. Because women often miss out on those early management roles, they fall behind in career progression while men continue to advance.
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Mentorship isn’t just about support, it’s about opportunity. Mentees are five times more likely to be promoted and open the door to new job opportunities.
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When you finally land that promotion, don’t be surprised if imposter syndrome creeps in. That ‘I got promoted, now what?’ feeling is more common than you think (in fact, 85 percent of women across corporate America have experienced it). The truth is, no ones ever 100 percent ready for what’s next. And remember, men typically only feel 60 percent qualified before raising their hand to take on new roles.
Interesting facts about: advocating for our worth
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Raise the red flag for companies that still don’t provide salary ranges (and we’re talking reasonable ones) in their job descriptions. Transparency is key where salary expectations are concerned—both sides should know what to expect. Plus, companies with transparent pay practices tend to have significantly smaller gender pay gaps.
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Someone needs to hear this today: Negotiate, negotiate, negotiate. Most people that negotiate their pay see at least a 5 percent increase. But you need to go in with a plan. Do your research on fair market rates before stepping into that conversation.
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Studies show that women feel less comfortable asking for salary increases than men. We need to advocate for our worth and stop leaving money on the table.
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But let’s not pretend asking for more doesn’t come with its own set of challenges. In some instances, women can be judged harshly for negotiating salary. (If that happens, take it as your cue to leave. You deserve better.)
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Every negotiation is a chance to refine your strategy and build confidence for the next opportunity. Women who master the art of salary negotiation can earn over $1 million more throughout their careers than those who don’t. So don’t hold back.
Interesting facts about: flexibility, work-life balance, and remote work
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Thank goodness ‘hustle culture’ is losing steam in favor of the soft life because toxic productivity just isn’t where it’s at. In fact, 78 percent of women, myself included, say work-life balance is a major factor when choosing a job.
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Instead of stressing over attaining work-life balance, think about achieving work-life effectiveness. It’s a more realistic way to look at your day-to-day life, allowing you to adapt based on where you are in life without the pressure of a rigid structure.
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To that point, a 2023 Deloitte study highlights that the number 1 reason why women want to leave their job is a lack of flexibility. Companies that still expect employees to be in office full-time or don’t offer remote options are missing the mark on what modern work-life harmony should look like.
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Back to office mandates continue to blur the lines of work-life effectiveness and literally come with a cost. The “pink tax” takes an extra toll on women’s wages, factoring in the additional expenses for grooming, clothing, haircare, makeup, and more. It’s no wonder over 72 percent of women prefer the option to work from home, where these expenses and pressures on time can be reduced.
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Two-thirds of women with access to flexible work say they’d plan to stay with their employer for more than three years, proving that investing in flexibility fosters loyalty. It’s a clear win for employees and employers.
Interesting facts about: the cost of unpaid work as caregivers
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Women who have children give up more than 15 percent of their wages over their lifetime to provide care, averaging more than $290k lost. Ouch.
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Ever heard of the “motherhood penalty”? Moms experience a 4 percent wage loss every time they have a child because parental policies are lacking. To this day, 89 percent of businesses in the U.S. only offer unpaid leave policies. We’re literally raising life while raising debt. (And yes, I’m absolutely speaking from experience here.)
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In 2023, two-thirds of moms considered leaving the workforce because of the sky high costs and stress of childcare.
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Studies show moms only get about an hour of ‘me time’ each day. Whether you’re juggling a full-time job or doing the equally demanding work of being a stay-at-home mom (because yes, that’s a job too), carving out time for yourself is important.
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Caregiving isn’t limited to just raising children. Women make up almost 60 percent of unpaid caregivers for aging adults, a role that significantly impacts finances, time, and mental health.
Interesting facts about: prioritizing mental health and wellbeing
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Women are more prone to burnout than men, thanks to the added burden of shouldering the bulk of home responsibilities on top of an already demanding 40+ hour work week. (That’s why we have to be intentional about bringing the joy back into life and work.)
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Adding to the pressures of overwork, toxic environments disproportionately affect women and severely impact mental and physical health.
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“Wellbeing washing” is a growing issue. Only 35 percent of employees say companies are actually delivering on the wellbeing benefits they’ve promised. Companies need to back up their commitments to employee wellbeing with action, not just words.
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Research shows that organizations with more women in leadership roles achieve higher levels of engagement and wellbeing. Our experiences enable us to be stronger at empathizing with others, prioritizing development, and advocating for support systems that positively impact mental health and work-life integration.
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Being more satisfied with working conditions can actually increase life expectancy. When employees feel valued, supported, and have management workloads, they’re less likely to reach burnout and the associated health risks. And given the health burden that impacts nearly half of women during our work years, this relief is essential.
