Around three out of ten female workers are less satisfied with their professional situation than before the pandemic. This is the result of a representative study conducted by the opinion research institute forsa on behalf of XING E-Recruiting.
- 28 percent of female employees are more dissatisfied with the world of work during Corona and their professional situation after two years of the pandemic than before
- Above all, women want flexible working time models and the opportunity to work from any location
- CEO of Strombeck: “Companies must adapt more to the needs of female employees, otherwise they will lose a large part of their qualified specialists in the future.”
This means that acute job dissatisfaction is significantly higher among women than among men, of whom only 18 percent state that Corona has had a negative impact on satisfaction with their professional situation. Another sign of growing dissatisfaction is the increased proportion of women in Germany who can imagine a new job. 38 percent of them are interested in changing jobs this year, compared to 32 percent in 2021. This year, the questions were part of the willingness-to-change study of employees that forsa has been conducting on behalf of XING E-Recruiting since 2012, examining employee satisfaction and the reasons that contribute to employee turnover. A total of 2,523 employees in Germany, Austria and German-speaking Switzerland were surveyed, 1,004 of them in Germany.
World of work during Corona: Health aspects are more important for women than for men
Health aspects are also more important to women than men. Every second person (49%) says it is important to them that their employer pays attention to mental well-being (men: 36%). At 42 percent, the proportion of those who would like their employer to take measures to support health care is also high (men: 36 percent). “The results are a warning shot for everyone who does not keep an eye on the different needs of their employees. Companies have to adapt more to their female employees, otherwise they will lose a large number of qualified specialists in the future,” says Petra von Strombeck, CEO of New Work Se.
The survey also shows that women also attach more importance to the so-called soft factors than men. While men and women largely agree on the importance of good leadership behavior at 59 and 58 percent, respectively, flexible working hours (women: 59 percent, men: 54 percent) tend to be more important for women than a higher salary (women: 52 percent, men: 54 percent). %). The biggest difference between both sexes when it comes to the world of work during Corona manifests itself in the desire to be able to work from home or another location. While this aspect is important for 48 percent of women, it is only the case for 38 percent of men.
Advantages of flexible working models
Around half of Germans would like to continue working from home after the pandemic. A total of 49 percent advocate being able to spend at least half of the working hours outside of the office. Women and the parents’ generation (30 to 49 year olds) in particular have a great desire for flexibility in their place of work. Here, more than half of those surveyed (55 percent) favor the option of being able to stay at home for at least half of the working hours. The respondents see advantages in the reduced travel time to the office (women: 74%, total: 69%), in lower expenses and in the free use of time. Protection against Corona also plays a role this year.
Freedom of choice instead of money – for most, a financial incentive is not a lure
The answer to the question of whether employees – faced with the alternative – would rather choose a free choice of workplace or an additional monthly salary and compulsory attendance is clear: almost two thirds of women (61%) prefer free choice of workplace. Among men, too, the interest in a free choice of job outweighs the financial incentive. A good half choose freedom of choice over salary (53%). “Money alone does not make you happy. This also applies to the working life of many Germans. Cultural factors such as trust, flexibility and freedom play a major role,” says von Strombeck. “Everyone who is looking for new employees knows that and has to break new ground in recruiting. We need new hiring with sustainable concepts – companies should create an employee-oriented climate and respond to the different wishes of potential employees.”