One in Three Women of Color Plan to Leave Their Jobs Next Year

Women of color are feeling drained, prompting a significant number to consider leaving their positions by next year. This decision reflects a broader trend driven by workplace challenges.

About one-third of women of color are planning to exit their jobs within the next year, according to a recent survey conducted by a career-focused organization alongside a community for professional women of color. The primary reason cited for this mass departure is a sense of burnout.

The workload for women has drastically increased since 2020. Many have taken on extra family responsibilities like homeschooling and caring for elderly relatives, all while managing heightened job demands.

“When you pile these challenges on top of the racial, gender, and class-based traumas highlighted in the past year, it’s clear why many women of color are seeking a break,” shares a co-founder of the community. “Navigating corporate environments often as the ‘first’ or ‘few’ can be exhausting, even in the best workplaces.”

As women of color faced the dual crises of the pandemic and systemic racism, stress levels surged. The survey reveals that despite grand promises regarding diversity, nearly two-thirds of respondents are dissatisfied with their companies' diversity and inclusion efforts. Furthermore, 60% feel unprepared to handle incidents of racism in the workplace, contributing to their desire to leave.

“Many women we connect with express frustration over repeating discussions with leaders who overlook the complexities of their experiences compared to their white colleagues,” the co-founder notes. “They seek environments where they feel understood without needing lengthy presentations.”

Additionally, many women of color are pursuing more than just a job; they are in search of meaningful work, further motivating their decisions to leave. “The pandemic has led many to reflect on their career paths, pushing them to seek roles with a greater sense of purpose,” says a CEO and co-founder of the survey organization.

Finding My Path After Leaving Employment

Dionne Nicole from Houston recently departed from her role at a marketing agency. Initially hired as a copywriter, her responsibilities grew as the agency expanded its client base. She soon found herself managing strategy and coaching clients.

Then, 2020 hit.

“The pandemic was tough for everyone, but as a single Black woman, it was particularly challenging,” she reflects. “The murder of George Floyd was a harsh reminder of my vulnerability in this country and the ongoing fight for justice.”

Realizing she needed to advocate for herself, Nicole felt leaving her job was necessary to find a supportive environment.

“I want control over how my skills and talents are utilized to create change,” she explains. “That’s why I decided to launch my own business.”

Today, Dionne Nicole serves as a holistic business coach for women seeking alternative paths to success. Her mission is to demonstrate that the traditional 9-to-5 model isn’t the only way to be productive, a realization she reached during her previous employment.

“I need time for deep work, and I want the freedom to take breaks to let my ideas develop, rather than being anchored to a desk,” she states. “There’s no single way to achieve goals.”

“A bath can only do so much,” she adds.

Dionne Nicole is committed to helping women embrace the importance of rest. “I strive to help women prioritize their well-being. In a fast-paced world, reclaiming my time feels like a form of reparations for me,” she explains.

How Can Companies Support Women of Color?

To retain women of color, companies must take meaningful actions toward enhancing diversity and inclusion – going beyond mere words.

“While corporate commitments are a start, they must be followed by tangible steps,” the CEO emphasizes.

These steps should involve dedicating resources to develop a comprehensive diversity and inclusion strategy that covers recruitment, hiring, and workplace practices, with clear objectives.

“From thousands of anonymous reviews, we know that having women of color in leadership roles is vital for attracting diverse talent and demonstrates a commitment to gender diversity,” she adds.

Leaders need to engage in difficult discussions about existing knowledge gaps and attitudes.

“Honest dialogue is essential to address the disparities in understanding and experience,” the co-founder advises. “Leaders must be open to learning about realities distinct from their own.”

Women of color should feel secure in expressing their challenges and the need for breaks without fear of career repercussions. They also need to know their aspirations are supported.

“Effective leaders recognize the importance of investing in their team,” the co-founder states. “Women have shared that when they feel seen and valued by their leaders, it makes a significant difference.”

Women of color seek acknowledgment for their contributions. When recognition is lacking, they contemplate leaving.

“They want their talents and potential to be appreciated, not overlooked,” the co-founder asserts. “They deserve to be celebrated for their efforts.”

Moreover, company leaders must prioritize their employees' overall health.

“Women are looking for relief from constant demands to prioritize others' needs over their own well-being,” the co-founder concludes. “While women of color are resilient, they are also human.”