A 2022 Women in the Workplace survey asked over 400,000 people between 2015 and 2022 about their workplace experiences, and it found that the opportunity for advancement is of particular importance to younger women professionals. More than two-thirds of women respondents under 30 said they want to become senior leaders, but as the women leaders at their companies are being driven to leave, these young women are paying attention to the factors that led them to that decision. The survey – a collaborative effort of LeanIn.Org and McKinsey & Company – found three primary factors that are pushing women leaders to leave their organizations: |

Advancement is more difficult

While women leaders are just as likely as their male colleagues to aspire to senior leadership, many feel microaggressions they experience – that the men in their workplace do not – make it harder for them to advance. The survey found women leaders are twice as likely to be mistaken for someone more junior compared to their male counterparts, and 37% reported having credit for an idea taken by a coworker. |

Women leaders are carrying the DEI load

Women leaders are twice as likely as men to spend a substantial amount of their time on diversity, equity and inclusion (DEI) work, but 40% say there isn't any acknowledgment of that work when it comes time for their performance reviews. This thankless, but often taxing, work can stretch workers thin, and 43% of women leaders surveyed said they feel "burned out." |

The culture needs some work

Job flexibility and a company's commitment to DEI practices are also factors many women leaders consider when choosing whether to exit their current company. Nearly half of women surveyed said flexibility is one of their top-three considerations when deciding whether to join or stay with a company, and women are also more likely than men to have left one job for another they felt was more committed to making advances in DEI. When it comes to how companies can make progress in gender equality, the survey report suggests their energy is best spent focusing on getting more women into leadership and retaining their current women leaders. In the slideshow above, we'll look at which property and casualty insurance companies landed on the 2022 100 Best Large Workplaces for Women roster from Fortune and Great Place to Work as well as their rankings.

Related:

• Changing from the inside out: DE&I, allyship and insurance
• Takeaways from IICF Inclusion in Insurance New York Forum
• NU PropertyCasualty360 Luminaries 2022: DE&I Honorees