Workplace Challenges
Tapping into the executive opt-out marketWith the eminent labour shortage, the high cost of turnover, and the need for executive diversity, companies are increasingly challenged with the task of attracting and retaining seasoned executives. KELLY WATSON |
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 [ 2006-12-06 ] |
With the eminent labour shortage, the high cost of turnover, and the need for executive diversity, companies are increasingly challenged with the task of attracting and retaining seasoned executives.
A COMMON STORY
I was in an important work meeting when my cellphone buzzed for the third time. I slowly looked down, not wanting to call attention to myself. It was daycare --again. I excused myself, trying not to make eye contact with my boss, who was disturbed by my decision to leave. His wife was a stay-at-home mom and he never left the office for anything. He ate at his desk, worked out in the company gym and never got sick.
My sick daughter needed me. I left abruptly, but re-joined the meeting by cell from my car. That evening after tending to my kids, I re-engaged and finished my work. Despite my ability to perform my job well, I was always concerned my job performance would be measured by how well I mirrored my boss' "work ethic."
Life as an executive mom was a constant guilt trip. I felt I was consistently disappointing my kids, my employer and my husband. Stepping back with telecommuting or part-time work wasn't an option at my level. And, stepping off meant abandoning years of experience, education, hard-fought promotions, business contacts and my personal identity. Doing so was ultimately an easy decision that was very difficult to make.
WHY OPT OUT
According to the Harvard Business Review, 37% of professional women have opted out. While men tend to leave jobs for reasons of strategic repositioning, such as switching careers or starting a business, women are most likely to quit for family reasons, typically to raise children, but also to care for elderly parents or other family members.
THE PRICE YOU PAY
The opt-out revolution has fueled the inequity of male versus female leadership opportunities. While research shows women opt out for an average of only 2.2 years, they pay a major wage penalty for the time off and have limited re-entry success. Of the 93% looking to return to the workforce, 74% succeed and only 40% get well-paid jobs in the fields they want.
NEED FOR SHIFT IN WORK CULTURE
With the coming labour shortage, companies that find ways to create the necessary flexible work environments to retain valued employees and attract the hidden talent pool of women professionals who've "opted out" are the ones who will survive and flourish.
Results, not hours, should be the measure of career success. I envision a time when work and life become so flexible that it is not considered disloyal to also focus on family, philanthropy and other aspects of meaning in life. Until that time, I'm on a quest to eliminate the term "Mommy track," by giving women a new option of job-sharing at the executive level -- and employers interested in competitive talent, a new pool to swim in.
Kelly Watson is a graduate of the University of Western Ontario and founder of Career Partners, a new executive talent firm based in Los Angeles.
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