Study looks at career, gender and COVID-19 impacts
Both employers and employees have seen many changes this year. Whether due to COVID-19, company DEI initiatives or health prioritization, many have felt their impacts firsthand. To gain more information, Women in Research conducted a study focusing on women and marginalized groups in the marketing research and insights industry.
Gender and shifts in career
Flexibility remains a top priority for many employees. The ability to work from home and have flexible hours has increased comfort levels within positions. Seventy-two percent of employers offer flexible scheduling, but many employees have noticed a lack of flexible leadership or senior roles available.
I am a new mom and it is difficult to get flexible opportunities as a team lead and as a client-facing account manager. I feel I am going to have to give up the leadership role in order to have the flexibility that I want. – 28-year-old woman
I had to step down from a more senior level position as it was a 24/7 job. With my young family it just wasn’t feasible. I’m grateful they let me do that with no impact to my pay, but it is a step down. – 44-year-old mom
Diversity, equity and inclusion within the workplace
Eighty-eight percent of employers have at least one DEI measure established within the workplace, yet many employees notice the lack of commitment to the measures.
Trainings are nice, but without the follow-ups, there is no significant impact. Diversity in hiring is great, but further along the line there needs to be careful consideration of the opportunities given and of the support received. And one actual needed step of auditing internally all salaries, is been avoided for quite some time. – 40-year-old woman
The company took measures comfortable and affordable for them. However, those measures are not trusted and they still remain tone-deaf. Changes that need to be made will never be met because the people on the levels where employees are actually met with racist and unequitable behavior will never be corrected. – 45-year-old woman
Although employees can see through lack of company commitment; when employers are serious about their initiatives, they’re noticed.
I feel prouder to work at a company that takes equal opportunities seriously and have noticed a real change in the level of diversity within staff members over the last two-three years.” – 34-year-old man
Being able to hire outside of the home office area post-pandemic has opened the doors for diversity, I believe this has made us stronger, more diverse and brought in expertise that could not have been present before. – 57-year-old woman
COVID-19 impacts research and insights professionals
When the pandemic hit, many employers switched to remote work. As the world makes its way back to normal, many workers have made their return to the office. Twenty-nine percent of women however prefer to be a permanent remote employee. Twenty-eight percent of men believe that working in person, having an office space and in-person interaction is important to their career. Sixty-five percent of men and 74% of women prefer to work remotely.
At this point, I love being able to work remotely because it does give me more time to spend with my family. At this point in my career it is the best for us. – 34-year-old woman
Health prioritization
The pandemic shifted what we prioritize both in and outside of the workplace. Thirty-six percent of women and 30% of men say the pandemic led them to prioritize their mental and physical health.
COVID-19 made me realize the importance of mental health and happiness for my family. – 56-year-old woman
Being able to work from home, and off and on throughout the day has allowed me to juggle my barrage of medical issues, procedures and appointments while being able to perform at the best of my ability in a full-time job. I’m well rested, tending to my health and able to work the late hours that my body prefers. – 42-year-old woman
Methodology
Women in Research spoke to 873 people in the research industry throughout 34 countries from May-June 2022.