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The work perk 98% of you want + more: PowerToFly’s What Women Want report is here.

We asked, you answered: what women (actually) want at work in 2020

Read these stats out loud: women are paid 82 cents on the dollar compared to men. Only 33 of the Fortune 500 CEOs are women (and that's the most women the list has ever had). 73% of women have experienced microaggressions, or everyday discrimination, at work.


It's depressing to have these facts down cold, but I think many of us do because they're constantly repeated in articles, books, and speeches (which we'll see even more of in the next few weeks, considering that March is Women's History Month and International Women's Day is March 8th).

It's important to know the "what is" when it comes to inequality at work. I'd never argue against that.

But I would argue that it's even more important to know the "why."

Why do women take certain jobs? Why do women leave the workforce, if they do? Why do some companies' efforts to retain women work and other companies' efforts fail?

It's easy to make assumptions about what women want and where companies fall short — but many of those assumptions (that women most often leave the workforce to take care of children, for example) have been proven wrong. So rather than make assumptions, we asked 310 women and non-binary people in the PowerToFly community to tell us about their goals and wants for 2020. And wow, you told us.

We learned what matters most to women when they're looking for new opportunities. We dug into what kinds of diversity & inclusion efforts resonate with women and which fall flat. And we heard stories—some inspiring, some infuriating, some both—about your experiences at work and what you want to see change. We've compiled the key results in our 2020 What Women Want report.

Here are some of the findings that I think you'll find especially interesting:

  • 98% of women would like to work from home at least one day a week.
  • A full 66% of gainfully employed women are still looking for new, better opportunities.
  • When considering what kinds of opportunities would make them switch jobs, meaningful work wins out: 75% of women would be driven to accept an offer if it allowed them to do work they were passionate about
  • Better pay and more flexibility also matter, but other much-talked-about benefits—including on-site childcare—are surprisingly far down on the list of what women care about the most.

We also asked you about your level of satisfaction across a range of aspects of your work: career trajectory, relationship with your boss, work-life balance.

Your answers pointed out exactly where companies can invest in order to better hire and retain women: concrete professional development plans and paths. That tracked with stories you told us about being left out of meetings and getting pigeonholed into administrative tasks that had nothing to do with your job description. (Which has happened to me, too, and I'm fully with you on how frustrating, demeaning, and enraging that can be.)

The report goes into more depth on all of the above subjects and a few more that are vital for both job seekers and companies to understand, like:

  • What is actually women's #1 diversity and inclusion wish-list change (it's not better sexual harassment policies or trainings)
  • How companies can start creating more women-friendly workplaces today, no expensive or complicated plans needed
  • Why growth paths drive job searches for the majority of women

Knowing what women want at work is the first step towards creating work environments and opportunities that can support women and allow them to succeed. So thank you for helping us to dig deeper on the subject.

We'll continue to partner with companies across industries to fast-track gender equality by putting women into top roles that give them what they're looking for—and slowly but surely turn around that stat about the Fortune 500.

Until then, read and download the report and let us know what you think!

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How These Companies Are Celebrating Asian American and Pacific Islander Heritage Month

According to a recent study, anti-Asian hate crimes have risen 150% since the pandemic started. But these acts of violence are not new — they are part of a much larger history of anti-Asian racism and violence in the U.S.

That makes celebrating Asian American and Pacific Islander Heritage Month (which was named a month-long celebration in May by Congress in 1992 "to coincide with two important milestones in Asian/Pacific American history: the arrival in the United States of the first Japanese immigrants on May 7, 1843 and contributions of Chinese workers to the building of the transcontinental railroad, completed May 10, 1869") this year all the more important.

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Webinars

Supporting Neurodiversity in the Workplace

Only 4% of companies that say they value diversity consider disabilities. Even fewer include learning and thinking differences.

While neurodiversity is a concept that is gaining more awareness, many employers have still not fully grasped the importance (and benefits) of understanding neurodiversity and how to effectively incorporate and retain neurodivergent individuals in their organizations.

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Videos

[VIDEO ▶️ ] Are You the Right Candidate for the Job? Tips From a Helm Recruiter

💎 Wondering how you can show up as the right candidate for the job?

📼 Press PLAY to hear some insight from a recruiter at Helm into what the right candidate for the job looks like in an interview. Alayna Sye, Helm's Senior Technical Recruiter, knows an applicant is going to be the right for the job usually after the first conversation. Find out exactly what will make you stand out, as well as the steps for the application process at Helm.

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30+ Ways Companies Are Celebrating Hispanic Heritage Month 2021

Founded in 1989, Hispanic Heritage Month begins on September 15 and ends October 15. The four-week span over two calendar months may seem a bit odd, but it comes with good reason, as it covers independence anniversaries of several Latin American countries, as well as key celebrations in Hispanic and Latin communities. Apart from commemorating major holidays and historic milestones, this month honors the cultures and contributions of Hispanic and Latinx Americans.

We asked some of our partner companies what they're doing to honor and celebrate Hispanic Heritage Month at work this year, and we were inspired by the wide range of responses, from highlighting the impact that employees have in local communities to hosting fireside conversations on allyship to sharing performances and instruction of famous cultural dances.ot only are these companies honoring Hispanic Heritage Month, they're finding ways to spread positive change throughout the year. Here's what they're doing, in their own words:

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Webinars

The Workplace of the Future: How Companies Can Plan for The Ever-Changing

As vaccination numbers climb and some—though not all—of our collective paranoia begins to dissipate, businesses are starting to reopen. Employers face a key decision: how will they respond? Will they go back to the ways of life before COVID? Or will they adopt more permanently the flexibility and remote-first work necessitated by the pandemic?

As part of our Corporate Circles: Inclusive Conversation Series, join PowerToFly's Global Director of DEI Sienna Brown and Global DEI Strategist & Trainer Zara Chaudary on Friday, October 1st from 12pm to 1:30pm Eastern for an interactive roundtable as we discuss and share the tools and mindset needed to create the office of the future in a post-pandemic world.

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