The women of Generation X are educated and confident, yet are beginning to decline in the workplace. After more than two decades of increases, the labor force participation rate of women began to fall precisely when the first Gen-X women turned 34. In 2004, that number stood at just 53%. With baby boomers nearing retirement, and far fewer Gen-Xers than there are boomers, companies are racing to figure out what the reason is.
Changing attitudes are partly to blame, according to Charlotte Shelton, author and professor of business. Her new book, The NeXt Revolution, says that women born between 1964 and 1977 have high expectations about work-a product, she theorizes, of boomer parenting. As evidence, Shelton cites her survey of 1,200 Gen-Xers, which found that respondents valued “interesting work” and “opportunities for learning” over salaries. The Gen-X men showed the same traits as women, however drop out much less.
Work-life balance is another source of stress. According to Shelton, if boomer mothers worked, they typically accepted long, set hours, just because [they] were so grateful to have an opportunity to play the game.
In contrast, Gen-X women see family-friendly work policies as a birthright, however, those policies are still rare. Only 19% of companies surveyed recently by the Society of Human Resources Management offered job sharing. Twenty seven percent allowed parents to bring kids to work in an emergency.
To retain Gen-X women, according to Shelton, companies should look at job sharing, flex time, and even on-site childcare. Some suggest companies should look at using a “ramp” system for young mothers returning to the work force.
If employers don’t change, they can expect to lose more Gen-X women. Shelton also found that more women are tired of smaller salaries and token titles and are quitting corporate jobs in favor of raising their family or starting thier own business.
While Gen-X women may be too demanding or sensible for employers, they may be more suited for a future in entrepreneurship.
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