Many studies show that women are leaving the workplace at a faster rate than men and their drop off rate is particularly acute at the middle to senior manager levels, where diversity is most lacking.

CIPD (UK) found that the major reasons for women leaving included a lack of senior female role models, the overly masculine style of senior leaders and career development models that failed to consider the realities for the modern working woman.

These are not about individuals, but trends we see across many organisations. According to McKinsey the top 6 are:

Career progression can feel less supported or less attractive -

Some women are less likely to pursue advancement if the role expectations, visibility, or support structures don’t feel sustainable or clear

Differences in progression rates - Men often progress faster, particularly into senior roles, which can create imbalances in leadership pipelines over time

Higher levels of burnout at senior levels -Many senior women report higher levels of sustained pressure, often linked to managing both high-performance roles and external responsibilities, which can impact retention

Mid-career attrition (“the middle gap”) - Organisations frequently see a drop-off in female talent at mid-management level, which directly affects the future leadership pipeline as well as the loss of valuable diverse perspectives

Flexibility can impact visibility and progression - Flexible or remote working can sometimes unintentionally reduce exposure to opportunities, sponsorship, or informal networks. This impact is not always experienced equally.

Perceptions of fairness and inclusion vary - Women at early and mid-career stages are often less likely to feel that progression processes are fully transparent or equitable

Our Services include

Group Coaching Programs
Indivdual Coaching Programs
Benchmarking & independent analysis of workplace culture
Bespoke learning and keynote speaker events