South Africa’s working women are signalling a clear and urgent message to employers: evolve or lose top talent. According to the newly released 2025 Working Women’s Report by RecruitMyMom, 86% of South African women are eager to climb the career ladder—but nearly half are actively seeking new jobs that align with their non-negotiables: flexibility, career growth and financial security.
The study, the largest of its kind in South Africa, surveyed 3,742 women across racial and age demographics, offering the clearest snapshot yet of the modern working woman’s expectations.
Flexibility isn’t a perk – it’s a dealbreaker
While many companies are pushing for a full return to the office, women are pushing back. The data reveals that 84% of women start job hunting the moment flexibility is removed. Hybrid working is preferred by 57%, while 37% favour fully remote roles. Younger women (ages 25–34), often navigating early motherhood, see remote work as critical—not optional.
In fact, flexibility ranked higher in importance for women in senior roles than even benefits or growth potential, indicating a shift in what workplace satisfaction looks like today.
Barriers to growth still persist
Despite their ambition, women face tough hurdles in career progression. Only 5.8% of employed women in South Africa are in management roles, compared to 9.8% of men. According to the report:
- 23% of women have never been promoted.
- 19% wait more than five years for a promotion.
- Internal limitations such as poor mentorship, weak networking opportunities, and rigid work policies keep women stuck.
The absence of clear career development pathways is driving many to look elsewhere.
The financial weight they carry
For most South African women, the decision to work is grounded in financial necessity. A staggering 74% cite financial security as their top reason for working, while 41% are sole breadwinners. With 85% having dependants and 62% being mothers, juggling work and caregiving isn’t just common—it’s the norm.
Women are loyal employees—65% stay at companies for between 3 and 10 years, far exceeding the national average of under three years. But loyalty isn’t enough to keep them anymore. Salary remains the most attractive drawcard, but women also value medical aid, pension contributions, bonuses and opportunities for training.
What businesses must do now
Phillipa Geard, CEO of RecruitMyMom, sums it up: “South African women are educated, ambitious, skilled and loyal. Employers who truly understand what matters to them will be the ones who win—today and in the future.”
So what does that look like in practice?
- Embrace hybrid and remote work models that measure output, not office time.
- Foster mentorship and career support for early-career employees.
- Provide leadership training and visible growth pathways for mid-to-senior-level women.
- Rethink promotions. Offer lateral movement, job rotation, or project leadership in flat structures.
- Offer transparent pay structures, benefits that align with life stages, and a workplace culture that values contribution over clock-watching.
The research makes one thing clear: South African women are no longer willing to settle. They know their worth and they’re searching for workplaces that do too.
Leave a Reply