“A majority of TMT women (51%) feel less optimistic about their career prospects now than before the crisis broke, and 57% expect to leave their current employer for a new role within two years, citing lack of work/life balance as the biggest reason. What’s more, a startling 22% are considering leaving the workforce altogether, motivated chiefly by workload increases that are affecting their well-being.” Deloitte

• Since 2020 when Covid-19 hit many companies have turned their focus to driving better, and broader, equitable outcomes as they embraced their corporate responsibility and embedded DEI elements into their strategies, policies, and mission statements. 
• Women are disproportionately shouldered many of the pandemic-related hardships. The repercussions felt by women in the workforce—irrespective of industry or job level—will likely reverberate for years. 
• Retaining women currently serving in C-suite leadership roles, growing the pipeline of women in senior leadership roles who are prepared to rise in the ranks, and focusing on women who have left the workforce and may wish to return should be of concern to women and men in leadership positions. 
• The gap between women in the C-suite and women in senior leadership roles is currently 9%. Financial services firms will need to take intentional, strategic actions in areas such as recruitment, retention, succession planning, and return-to-office work arrangements. If they don’t ramp up efforts now, this gap may widen to as much as 14% by 2030. Deloitte