A new study highlights persistent challenges for South African women in the workplace, with many experiencing prolonged career stagnation despite advancements in gender diversity. The 2025 Working Women’s Report, released this week, reveals that while conditions have improved for women, significant barriers to promotion and financial stability remain.
Key Findings
The report, based on a survey of 3,700 women aged 18 to 64—primarily in Gauteng, the Western Cape, and KwaZulu-Natal—found that:
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41% of women are sole breadwinners in their households, making career advancement crucial for financial security.
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19% wait five years or more for a promotion, while 23% have never been promoted at all.
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Only 15% of senior executives in JSE-listed companies are women, compared to a higher representation of men in leadership.
Despite these hurdles, 60% of respondents acknowledged improvements in gender diversity and working conditions over the past five years, signaling some progress.
Flexibility and Mentorship Key to Retention
Philippa Geard, founder and CEO of Recruit My Mom, emphasized that flexible work policies and mentorship opportunities could help bridge the gap.
“Women aren’t asking to work fewer hours—they’re asking for hybrid or remote options to balance their careers and responsibilities,” Geard explained. *”Companies enforcing strict office mandates risk losing female talent, with 84% of women likely to seek new jobs if forced back full-time.”*
The report also identified medical aid, pension contributions, and clear career pathways as top priorities for women in the workforce.
Loyalty vs. Opportunity
Interestingly, the study found that women stay with employers longer than the national average (3 years and 10 months vs. 2 years and 10 months), with loyalty increasing with age. However, without growth opportunities, financial pressures may force them to seek better-paying roles elsewhere.
A Call for Action
Geard urged businesses to prioritize diversity, noting that companies with inclusive policies see 39% higher profitability. “If employers want to retain skilled women, they must offer flexibility, fair pay, and structured advancement plans,” she said.
As South Africa’s workforce evolves, the report serves as both a warning and a roadmap—highlighting the urgent need for systemic change to ensure women aren’t left behind.