Majority of Women Actively Seek New Roles When Flexibility is Removed, Says South Africa’s Working Women Report

South African women are highly motivated and committed to their careers, but when flexibility is stripped away, many are actively seeking new job opportunities. This is one of the key findings from the 2025 Working Women’s Report, released by RecruitMyMom, the largest study of its kind in South Africa.

The report, which surveyed 3,742 women across various age groups and racial backgrounds, reveals that 86% of women want to advance in their careers, but nearly half are seeking positions that offer flexibility, career growth, and financial security—key factors that have a direct impact on retention.

Flexibility is Non-Negotiable

A major highlight from the report is the importance of flexibility for women in the workforce. With many companies transitioning from hybrid or remote work models back to a full return to the office, the study found that 84% of women will actively seek new employment if flexibility is removed. For women in senior roles, flexibility often outweighs growth opportunities or benefits.

“Flexibility is no longer a perk—it’s a necessity. When organizations fail to offer it, they risk losing some of their most talented employees,” said Phillipa Geard, Founder and CEO of RecruitMyMom.

Workplace Preferences: Hybrid vs. Remote

The report highlights that 57% of women prefer hybrid work arrangements, while 37% favor fully remote roles. Remote work is especially crucial for younger women, particularly those aged 25-34, who value it during the childbearing years.

Financial Security as a Key Driver

While many women are looking for career progression, the report emphasizes that financial security is still the primary motivator. 74% of women cited financial stability as their main reason for working, with over 41% being the sole earners in their households.

“Women are balancing both work and caregiving responsibilities. Financial security is not just a motivator, it’s a critical need,” said Geard.

Barriers to Career Progression

Despite the desire for career advancement, 85.7% of women still face significant barriers to progression. A lack of internal opportunities, mentorship, and networking are common issues. Furthermore, fewer than 5.8% of women hold management positions compared to 9.8% of men.

The report also reveals that 23% of women have never been promoted, and most women expect to wait 1-5 years for a promotion. This highlights the persistent challenges that women face in climbing the career ladder.

Recommendations for Employers

To retain top female talent, the report makes several key recommendations:

• Hybrid and remote work models should be embraced to prioritize output over physical presence.

• Companies should focus on onboarding, mentorship, and career support for early career employees.

• Provide lateral moves, project-based leadership, and technical training to encourage growth in flat organizational structures.

• Employers should offer benefits that resonate with women, such as competitive salaries, medical aid, and pension contributions.

A Call to Action

As more women take career breaks or pause their careers, the report emphasizes the need for businesses to recognize the value of this experienced talent pool. 43% of women are currently on career breaks, and their skills should not be overlooked.

“Employers who prioritize what women value—flexibility, financial security, and professional growth—will gain a competitive edge in attracting and retaining top talent,” said Geard.

The 2025 Working Women’s Report provides valuable insights into the needs, motivations, and challenges that South African women face in the workplace. For companies to remain competitive and retain top female talent, it’s clear that offering flexibility, career advancement opportunities, and a focus on financial security are essential.

With women representing a growing share of South Africa’s educated workforce, businesses that align their strategies with these needs will build stronger, more loyal teams capable of driving long-term success.

{Source: BusinessTech}

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