"From Potential to Performance: Why Investing in Women’s Growth Matters"

We would expect that a better education translates into more career opportunities. Yet the numbers in Europe reveal a starkly different reality. While 46% of women complete higher education compared to only 35% of men [1], this achievement does not translate into leadership positions. Currently, only about 30% of senior management roles are held by women [2] , leading us to wonder: Where do all these educated women go?

The answer often lies in the “rush hour” of life, where the demands of parenthood create significant barriers for women in the workforce. Many women find themselves at a crossroads, facing the difficult decision to step back or limit their ambitions. This phenomenon is part of matrescence [3] — the profound transformation and identity shift that accompanies motherhood. During this transition, women often reevaluate their roles and aspirations, leading to feelings of uncertainty about their place in the workforce. In contrast, men typically continue their professional journeys with fewer disruptions, contributing to a disheartening reality where women in Europe earn, on average, 14% less than their male counterparts. [4]

While governmental support measures, such as parental leave for both parents and accessible childcare, are critical, organizations must also play a vital role. They should implement flexible work options, mentorship initiatives, and tailored skills training. Equally importantly, they should invest in women's personal development for helping female employees navigate the complexity of the interplay between their professional responsibilities and personal realities.

Research shows that when women are supported in their growth, especially in times of transitions, they thrive. This contributes to creating more nurturing and inclusive environments for everyone, enhancing creativity, innovation, and collaboration. Organizations investing in employee development see 11% greater profitability and are twice as likely to retain their employees. [6]

Personal development is an ongoing process of self-actualization that encompasses six essential pillars: self-awareness, self-care, mindfulness, mindset, social fitness, and purpose.[7] Each pillar enables women to unlock their full potential:

• Self-Awareness: Understanding strengths and aspirations lays the foundation for career growth.

• Self-Care: Prioritizing health leads to lower burnout rates. Gallup research indicates that employees able to balance their workload and personal life are 31% less likely to experience burnout. [8]

• Mindfulness: Enhancing focus and decision-making skills empowers women to manage work and family pressures effectively.

• Mindset: A growth mindset encourages women to embrace challenges and learn from setbacks.

• Social Fitness: Networking and mentorship are vital for career advancement; organizations with strong mentorship programs see a 15% increase in promotions for women. [9]

• Purpose: Connecting work to personal values enhances motivation and satisfaction, with companies aligning roles to individual purposes experiencing up to 53% higher employee satisfaction. [10]

By investing in workshops and coaching that focus on these six pillars, organizations can enhance employee performance while fostering a more inclusive and resilient workplace. Women who feel empowered in their personal development are more likely to thrive in their careers, leading to enhanced organizational outcomes. [11]

Ultimately, prioritizing women's personal growth is not just a moral obligation; it is a strategic decision that positions organizations for a brighter, more inclusive future. By nurturing the potential of women, organizations transform themselves, while enhancing lives, workplaces, communities, and society as a whole.

Author: Roberta Nicotra, Co-founder of LunaLab

References:

[1] European Commission. (2020). She Figures 2020: Key Figures on Gender Equality in Science and Technology. Retrieved from European Commission

[2] Catalyst. (2021). Women in Management. Retrieved from Catalyst

[3] American College of Obstetricians and Gynecologists (ACOG). (2020). Matrescence. Retrieved from ACOG

[4] European Commission. (2022). Gender Pay Gap Statistics. Retrieved from European Commission

[5]  Gallup. (2020). The Real Future of Work. Retrieved from Gallup

[6] Gallup. (2021). Why Employee Development Matters. Retrieved from Gallup

[7] Hurst, J. (2018). The Value of Personal Development: How It Can Make a Positive Impact on Your Life.

[8] Gallup. (2022). The Power of Wellbeing: How Organizations Can Support Employee Well-Being and Performance. Retrieved from Gallup

[9] Gallup. (2019). What Women Want at Work: A Gallup Study on Women and the Workplace. Retrieved from Gallup

[10] Gallup. (2021). State of the Global Workplace: 2021 Report. Retrieved from Gallup

[11] Gallup. (2020). The Future of Work: What Leaders Need to Know. Retrieved from Gallup