Imagine that you have been working for most of your professional career to get the opportunity to work in a leadership role in your industry. You have displayed an incredible work ethic, as well as proving that you have the ability to work in a leadership role. As you continue to make strides in your professional life, you decide to start a family, which leads to taking time off to act as your family’s caregiver. You quickly realize that it is too difficult to manage a leadership role while taking care of your growing family, forcing you to eventually leave the workforce altogether.

Unfortunately, this story rings true for many women, as they realize that they no longer have the skills and experience to work in a leadership role. According to the Center For American Progress, women account for only six percent of CEOs in the S&P labor force, indicating a stark difference in the positions held by gender. It is becoming increasingly important to not only understand why women are underrepresented in leadership positions but what can be done to get more women in leadership roles.

Why aren’t there more women in leadership roles?
When women need to take maternity leave to help care for their family at home, it can greatly decrease the possibility of moving up in the company for a few reasons. To begin, women who have children will most likely take a full maternity leave to care for their children. During this time, companies will continue to move forward. The longer that a woman is out of the office, the more they will miss important decisions for the company. At that point, many women find it increasingly difficult to come back into their role, as they have missed a significant amount while on maternity leave. As a result, they may decide to leave the workforce altogether.

The lack of women in leadership positions is due to several factors, one of which is a leaky pipeline. When women enter the workforce they are 50 %. At the highest leadership positions, they are only 16%= Why? The leaky pipeline,” says Mona Andrews, CEO of Stay In The Game. “Women start to leave the workforce at key lifecycle points and it reduces their career and income prospects forever.”

For women that have entered the workforce, the probability that they will eventually find themselves in a leadership role continues to remain low. For example, in a study done by McKinsey & Company found that women who are struggling to attain a leadership role were either unable to enter the field, are stuck in a middle management role, or are locked out of the top altogether. The findings from the study indicate that women can experience trouble from the very beginning of their careers.

What Can Be Done?
In response to the difficulties that women face in the workplace, more companies are working to reduce the inequality that they experience. The experiences that have been discussed are what inspired the concept for Stay In The Game. Stay In The Game is striving to help women who need flexibility while they act as caregivers at home.We partner with corporations around the country to help provide women job opportunities in industries that are commonly dominated by men, including information technology and finance. “Our solution is to keep women in the workforce by providing them remote, flexible purposeful work,” said Mona Andrews. For women all around the country, having access to a company like Stay In The Game can help them maintain relevance in their respective fields.

Check back soon to stay up to date on Stay In The Game.