Boss Lady

Women are in more danger of being fired than men

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Having job security is a reassuring feeling. It brings a steady income, can make you feel safe and that you are able to provide for yourself and your family, and generally allows you to perform at your highest levels.

So how is it that after years of loyalty and dedication to your company, and a rise through the ranks, you can get fired? And if it seems you’ve been targeted because you’re a woman, it will feel like a stab in the back. Like the rug has been pulled out from under you and it can make you feel helpless.

Amanda Duberman writes about a trend of female CEOs being fired more often than men, saying, “…Women are 10 percent more likely to be fired from CEO positions than men. Over the past decade, 27 percent of male CEOs left because they were fired, compared to 38 percent of women who were forced out…”

This makes you wonder how valued women are in the workplace, especially when 11% more women than men are forced out or fired from jobs.

But putting that aside for now, let’s think about the abilities of the women in these CEO roles. To become a CEO of a company or hold some other top job, you need an amazing set of skills, not only to be able to do the particular job, but also in working with others.

Glenn Llopis writes about what, in his opinion and experience, makes a woman a good leader. “The women leaders I know invest in themselves and become knowledge seekers. They are not afraid to ask questions when given a safe platform to express themselves”. And with qualities like these, any woman can become a great, effective leader and co-worker.

But the issue of women being fired from leadership roles more often then men still remains and, it seems, are less valued than their male counterparts. Reporting on the same study as Duberman, Edward Helmore, writes,

… women’s higher rate of failure is not because they are placed in more challenging roles or set up to fail. The research looked at CEO turnover over the past decade…found that, while women represent only 3% of new CEOs, they are often forced out of top jobs sooner.

And while quality skills are no guarantee for job security, it is something that should be considered — not just when hiring someone, but also when it comes time to downsize — regardless of gender, pay grade or job title.

But whatever the reason a woman leaves, or is let go from a job, the qualities she holds are still there and are as strong as ever.

And as Llopis also wrote, “One thing is certain: these women leaders understand survival, renewal and reinvention”.

 

About Rowena Nagy

Rowena Nagy is a Journalist at The Business Woman Media. A graduate in Journalism, Media and Communications, she is passionate about in writing, travel journalism, video journalism and Public Relations.

8 Comments

  1. Helen Handley

    March 29, 2015 at 11:06 am

    Why am I not surprised at this!!!

  2. Karen Link

    April 1, 2015 at 8:24 pm

    Ironic that the women are probably the better employees.

  3. Ellie Gottani

    April 5, 2015 at 1:17 am

    Yep, women are the first to go.

  4. Maria Givani

    April 11, 2015 at 6:04 pm

    We are the most expendable, it seems.

  5. Grensky@hotmail.com'

    Grensky

    November 8, 2015 at 8:34 am

    Admiring the persistence you put into your site and in depth information you provide. It’s nice to come across a blog every once in a while that isn’t the same old rehashed information. Wonderful read! I’ve bookmarked your site and I’m including your RSS feeds to my Google account.

  6. mrsselanne8@hotmail.com'

    Jenn

    March 3, 2016 at 1:54 pm

    Where I do see female managements helping other females succeed at work (sadly, usually only females who are not perceived as competition), I do not see men helping women but for in rare circumstances. Rather I see men taking an adversarial stance to women in general and most especially toward educated white women. That said, in my experience, it seems to be the male management that most often decides to boot women out of their jobs and do so with no compassion. Between the gender pay gap, the lack of women in top management positions, the number of women living at or below poverty, and our misogynistic pop culture, it makes me wonder just what our federal and state EEOC workers are NOT doing.

  7. clarys10@hotmail.com'

    Michael

    March 29, 2016 at 2:53 pm

    This is doesn’t really tell the entire story.. This only chronicles high-up positions.. I’d be curious to see the number when it comes to the median income jobs, the bulk of positions held by men and women ages 25-40. When we talk about CEO’s we’re really talking about 1% of the 1%. I’d have to say men are more likely to be fired because employer expect more for paying that extra 30 cents on the dollar and when the male can’t perform to that expectation, it is more common for employers to look elsewhere. That has been the case since the early 1900’s when young men hired into mining industries where fired when they couldn’t meet certain ore quotas.

  8. brody.elizabeth@gmail.com'

    Liz Brody

    May 24, 2016 at 3:37 pm

    The inherent fallacy of the Glass Cliff study from which this info is drawn fails to note the “study” was done with a set of data badly comparing a 3% CEO group of women to a 97% group of men. Enormous disparities of this nature disallow for meaningful comparison unless and until meaningful random samples are taken and compared. This wasn’t done. Also, the numbers can vary depending on the amount of time compared. The authors of the Glass Cliff wanted to get on the popular victim feminism media-radar and they succeeded, as is evidenced here.

    And it’s usually men who “boot” men out of jobs too. And women fire women or torture them until they leave. I’ve seen it and been a target of other women.

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