Helping High-Potential Women From Burning Out
Keeping women in the talent pipeline and holding onto those who made it to the corner office is a gnawing problem for many employers.
Indeed, the rise of women into top management jobs remains stagnant, and while there are many reasons for it, one issue that plagues this group is the struggle with work-life balance and how that impacts career trajectories.
Research shows that some women opt to leave male-dominated fields where overwork is prevalent. So, how do employers help high-potential women deal with burnout and, in the process, bolster retention? We discuss facts about burnout and women, and share best practices for women and employers in DiversityInc Best Practices’ Helping High-Potential Women From Burning Out webinar.
Executives from EY, No. 3 on the 2016 DiversityInc Top 50 Companies for Diversity, shares best practices about how they’ve been able to get more women into leadership. When it comes to women in senior leadership, EY is nearly 8 percent higher than the Top 50 and 43.2 percent higher than U.S. companies overall. The EY leaders include Angela Spencer-James, EY’s tax practice leadership and national meals & entertainment practice leader, and John Riggs, EY’s national professional practice partner, Northeast.