C-Suite level: Attrition in women is half compared to men

With extremely volatile talent markets, this goes on to show that companies that invest in developing and growing women into leadership are more likely to retain their talent, reveals the third edition of Best Companies for Women in India (2018 BCWI)  study by the city-based Avtar Group.

The study shows lower attrition rates of women than men, at all levels in the corporate hierarchy.  The study further revealed that the average attrition rate of women across levels remained significantly lesser than men – Entry Level (women – 28% and men – 34%), Managerial Level (women – 12% and men – 16%), Senior Managerial Level (women – 8% to men – 12%) and C-Suite Level (women- 4% and men – 8%). However, women hiring saw a 2.5% dip between 2017 and 2018. While in 2017, 36% of all hires were women, in 2018, this number stands at 33.5%. While the promotion rates of men and women were at par at C-Suite level (at 5.3% and 5.6% respectively), at the mid management and senior management echelons, men were 3% more likely to be promoted than women.

The report notes that there has been increasing focus amongst participant companies in the holistic well-being of their employees, specifically women. To help returning mothers reintegrate themselves to their workplaces, 71% of 100 Best companies have Formal Phase-Back Programmes (structured reintegration programmes for returning mothers). 49% of companies provide formal support to counter post-partum stress and depression (up 11% from 2017) through innovative practices like Buddy Mother Networks and pre-scheduled Stay-in-touch days.  

The 100 Best companies this year reported only a 12% maternity attrition, to mean that the vast majority of women who took their maternity breaks, joined back full-time work. The overall representation of women at the 100 Best companies stands at 31% in 2018 - a 6% surge from 25% in the launch year of BCWI – 2016.

Dr Saundarya Rajesh, Founder – President, Avtar Group, said, “Women hiring has seen a dip between 2017 and 2018; at mid-management levels, men continue to be more likely to be promoted. Consistent focus to ensure osmotic reach of the inclusion intent is the way to go.”