March 8, 2022 – International Women’s Day
In anticipation of International Women’s Day, we polled professionals on Fishbowl to get a better understanding of workplace satisfaction and career opportunities in the pandemic era. The set of four survey questions touched upon the impact of remote work on career advancement, the potential for promotion, managerial relationships, and satisfaction with benefits.
As millions look for new positions during the Great Resignation, these survey results have helped provide insight into key areas of satisfaction and concern for female-identifying professionals.
Question 1: Remote Work
We polled over 20,000 professionals on Fishbowl, asking “Do you think Remote Work is helping or hurting your potential for advancement at your company?” Respondents could answer Helping, Hurting, or Unsure.
Here’s the breakdown –
41.2% of women said “Unsure” vs 37.2% of men
26.6% of women said “Hurting” vs 36.5% of men
29.2% of women said “Helping” vs 26.3% of men
This indicates that female-identifying respondents are more likely to see remote work as helping their career advancement, while male-identifying professionals are more likely to see remote work as hurting their career advancement.
This means that, when surveyed, female-identifying respondents have a more favorable view of remote work, as far as its impact on their career progression.
On an industry level, Women in Tech and Women in Marketing were the most likely to answer “Helping” at over 38% each, indicating these industries have the largest share of women who see remote work as being beneficial to their career advancement.
Question 2: The Path to Promotion
For our second survey question, we polled over 18,000 professionals on Fishbowl, asking “Do you feel like there is a viable path to promotion for you at your current company?” Respondents could answer Yes, No, or Unsure.
Here’s what we found:
49.7% of women said “Yes” vs 57.3% of men
28.6% of women said “No” vs 23.7% of men
21.7% of women said “Unsure” vs 19% of men
This indicates that male-identifying professionals are much more likely to see a path to promotion at their current company, when compared to their female-identifying colleagues. Female-identifying professionals are much less likely to see promotion opportunities at their current companies, likely stymying professional advancement for women across the professional landscape.
On an industry-level, women in Accounting and women in Consulting were the most likely to see a path to promotion at their current company, at 58.7% and 55.9%, respectively.
However, men in Accounting were 1.15x as likely as women in the same industry to see a path to promotion, with 67.8% answering “Yes.” Women in Advertising and women in Marketing were almost 11% and 15% more likely to see a path to promotion when compared to men in the same industries.
Question 3: Relationships with Managers
For our third survey question, we polled over 21,000 professionals on Fishbowl, asking “Do you have a positive relationship with your current manager?” Respondents could answer Yes, No, or Unsure.
This is what we observed:
75.9% of women and men said “Yes”
13.7% of women said “Unsure” vs 14.1% of men
10.4% of women said “No” vs 10% of men
These results indicate that men and women have an equally positive view of their relationship with their current managers, at just over 3 in 4 respondents for each group. Negligible differences in “No” and “Unsure” responses mean that, on the whole in this survey, female-identifying and male-identifying respondents had an overwhelmingly positive relationship with their current managers. This question was the most aligned of any within this survey series.
On an industry-level, women in Human Resources were amongst the most likely to answer “Yes” indicating that they have a positive relationship with their current manager. Over 8 in 10 of the female-identifying Human Resources professionals who responded answered “Yes.”
Question 4: Satisfaction with Benefits
The final question in this survey series polled over 19,000 professionals on Fishbowl, asking “Does your company’s benefits package (including health insurance, retirement planning, parental leave & PTO) meet your needs as an individual?” Respondents could answer Yes, No, or Unsure.
This is what we found:
58.9% of women said “Yes” vs 62.6% of men
30.3% of women said “No” vs 26.3% of men
10.8% of women said “Unsure” vs 11% of men
This indicates that female-identifying respondents are less likely to see their benefits as meeting their needs as individuals. Though the benefits mentioned are wide-ranging, this may be a reflection of the failure to improve healthcare benefits specifically for women, policies for parental leave, and other benefit policies that have been cited as negatively impacting female-identifying professionals.
On an industry-level, those in Law were the least satisfied with their current benefits, with the highest percentages answering “No” for both men and women. 45.9% of female-identifying professionals in Law and 37.8% of male-identifying professionals in Law answered “No.”
Women in Human Resources answered “Yes” at the highest level, at 68.1%. This is much higher than men in the same industry, who answered “Yes” 60.7% of the time.
Going forward, it is our hope that this report will shed light on how companies and industries can make changes to make the world of work more equitable for women.
If you would like to see how women are describing their experience in the professional world two years into the pandemic, and amidst wide-spread remote or hybrid work environments, you can do so here: https://joinfishbowl.com/post_zyx6po7t88