According to research from EdAssist by Bright Horizons, despite a pervasive interest in continued learning and the fact that they hold 56% of college degrees, women are struggling to take advantage of education opportunities, with nearly two-thirds (61%) saying they have not been able to participate in an education program in the past five years, while only 51% of men report the same, ultimately hindering their upward mobility in a company. Women are more likely (51%) than their male counterparts (44%) to say employers are not good at motivating workers to seek out education opportunities. Further, women are much more likely than men to say that they experience affordability barriers.
The picture clearly illustrates that women need more access to opportunities and investment in education is going to be essential for them if they are to have a role in the future workforce. Employer-provided education and tuition assistance benefits will provide opportunities to female employees that will propel them into the STEM-related roles of the future where they are currently underrepresented, like data science, software development, and engineering in which women hold just 36% of degree sand only make up 25% of the STEM workforce.
So, what can companies do to level the playing field and give women equal access to development and career advancement opportunities as men? Organizations can take action by:
It’s widely known that diverse companies perform better, hire better talent, have more engaged employees, and retain workers better than companies that do not focus on diversity and inclusion. As we celebrate National Women’s History month, let’s call on employers to ensure women have a seat at the table and work to build a culture that advances all women. In a tight labor market, it is critical for businesses to invest in bringing women back to workforce by giving them with the same access to opportunities as their male counterparts. And, for companies that do, they will find themselves leading the way for the future of work.
