Opting Out: when women leave their careers at the peak
By Sarah Huet, Co-Founder
In the professional world, a concerning phenomenon is on the rise: opting out. This is the trend where women at the peak of their careers choose to leave their jobs to focus on their family life. Although this choice may seem voluntary, it is often constrained by a set of factors that limit women's professional advancement.
An increasingly common phenomenon
The Opting out phenomenon primarily affects women far more than men. According to a recent study by Viviane de Beaufort, a professor at Essec, published in March 2023, about 44% of women surveyed declined a promotion to an executive position. These data highlight a deep and persistent discomfort in the workplace.
Reasons behind withdrawal
The motivations driving these talented and experienced women to withdraw are multiplying. Here are the main ones:
Pay inequality and glass ceiling: women continue to earn about 24% less than men with equivalent positions and qualifications. This salary injustice, coupled with the glass ceiling, discourages many women from pursuing further career advancement.
Mental and organizational burden of parenting: the responsibility of managing family life still largely falls on women. This mental and organizational burden becomes a major obstacle to their careers
Bro culture and male standards: the workplace is often shaped by male norms, with practices like after-hours social events and late meetings that do not take into account women's family responsibilities.
What solutions for Human Resources?
HR plays a crucial role in preventing these career dropouts among women. Here are some action points:
Involve more women in recruitment processes: including women in senior positions in interviews can inspire and reassure candidates.
Better accommodate parenting: organizing meetings at reasonable hours and ensuring flexible schedules allows parents, especially mothers, to balance professional and family life. Encouraging fathers to take paternity leave while maintaining their salary is also essential.
Promote role models: organizing conferences with successful women can motivate and inspire others.
Provide coaching for female managers: specific support during the initial stages of a new role can help overcome early challenges.
Eradicate pay inequality: strictly apply the Copé-Zimmermann and Rixain laws to ensure parity in leadership positions and fair treatment.
Sanction sexist behavior: combatting harassment and sexist aggression must be a priority, with clear and systematic sanctions.
Support female professional networks: encourage the creation and development of female networks to enable women to support and help each other.
A collective responsibility
It is essential to understand that opting out goes beyond the boundaries of the company. It is a societal issue that requires the involvement of public authorities, the media, and every individual. Education plays a crucial role in changing mindsets and promoting real equality from a young age.
Fighting against opting out means working towards a more equitable work environment where women can thrive professionally without being forced to choose between their career and their family. Together, let’s ensure that this choice is no longer a necessity but a genuine option.
