By Michelle Hendelman, Editor-in-Chief
In a recent study published by Vanderbilt University researcher, Joni Hersch, she takes a closer look at why women with elite educations are opting out of the workplace at a higher rate than women who hold degrees from less selective institutions after a break in their career. Opting out, onramping, re-entering the labor force, the mommy penalty – these are all buzzwords and phrases being used right now to discuss the trend of a growing percentage of women who choose to leave the workforce, usually to start a family, and the challenges they face if they decide to return to their career.
There is already a gross underrepresentation of women in leadership roles, but now that the talent pipeline of highly educated, experienced women with great career potential is taking a hit as a result of women opting out, the lack of women at the top could reach epic proportions. The bottom line is that when it comes to the gender diversity agenda, women cannot afford to continue to lose key players, role models, and influencers.
In order to uncover real answers about the opting out phenomenon, we must ask a very important question – are women not seeking opportunities for onramping because they do not desire to re-enter the workforce, or is it because companies are not facilitating their return in a positive and constructive manner? Like many of the issues surrounding corporate gender diversity, there is no cut and dry answer to why a high percentage of women choose to leave the workforce permanently after having children. Instead, we must look at the opting out trend from many different angles and perspectives to arrive at a compounded truth.
Using Hersch’s research as a springboard, we will explore some of the contributing factors to the opting out trend and how to get talented women back on their established career path after childbirth.