Don't discount the draw of entrepreneurship. Women who've made it to the top of their field have the grit and stamina to strike out on their own, and leaving their senior position doesn't necessarily mean leaving the workforce entirely. As the owner of a female-majority recruiting firm working in a male-dominated sector, I see this trend daily. Women executives, fed up with lingering bias in the C-suite, are routinely asking themselves if they can't aim for more. Often, landing the respect they deserve requires more than a title -- studies have shown female CEOs garner less attention and regard than their male counterparts. Sometimes, the promotion they've longed for is a disappointment as they realize partiality exists in every level of employment. Starting their own company gives them a controlled fresh start with the possibility of true fairness.
Throughout my career, there were always things that I couldn't quite sign off on from a personal values and morals standpoint in corporate environments. These ranged from policies to individual experiences of harassment and discrimination. One of the main things that helped me keep my drive to keep going and climb the corporate ladder was the idea that once I had more power and influence, I could make a big difference. The reality of this was far from my expectations. I am sure some organizations and leaders support changemakers within their organization, however, that was far from my experience. Not only did I feel I didn't have the power or resources to make real change internally, I also felt more responsible as a senior leader for these harmful actions. Additionally, poor behavior directed toward me was swept under the rug or expected to be tolerated at my level. This, coupled with the eye-opening experience of the COVID-19 pandemic, finally pushed me to entrepreneurship and working from outside organizations to create change. I am incredibly grateful to have the opportunity and privilege to do this and to work with some of those organizations that truly support positive change.
CEO & Career Leadership Coach at Valerie Martinelli Consulting, LLC
Answered 2 years ago
Climbing the career ladder is exhausting and daunting for women. We are oftentimes undervalued, even as senior-level leaders, and still face gender bias, unequal pay, stereotypes about our leadership style, and Imposter Syndrome. When I negotiated for a salary increase, my male boss failed to see my value. Personally, this made my Imposter Syndrome worse because I began to doubt my value. I had to break free and quit, which was when I decided to start my own business. Sometimes the choice becomes yourself or your career.
When I left my last corporate C-level role, I thought I would do another one. I left because I did not want to relocate so I assumed I'd do another C-level role and just keep going. But the hiring market took a downturn and I was asked to do some consulting and fractional work. Turns out I really liked the consulting and fractional executive models. So I started my own professional services company to do more of the work I enjoy and to build a company that I would want to work for. Like many, I was tired of the bureaucracy, politics, and constant navigation of corporate cultures and structures that were never designed with women in mind. The company I'm building is different, having learned from a few decades business, and I'm so much happier.
Women who’ve built expertise, knowledge, and financial power know their worth and what they want. After earning my PhD, I aimed to work in consulting. But quickly realized that many organizational systems are outdated and hesitant to change, which stifled my creativity and drive. One day, I was asked to log hours for professional development. When I questioned why, the lack of a clear answer told me my time as an employee was up. I left to start my own business and haven’t looked back. The autonomy to make decisions that matter, rather than maintaining the status quo, is a huge driver for me. Plus, as a mom, homeowner, and world traveler, I need the freedom to craft my own schedule and live a dynamic life.
Women often shoulder the primary responsibility for childcare and household management. Even when physical task division is relatively equal, women take on the bulk of the mental load of running the home. This disproportionate burden and the demands of a high-pressure senior role create a perfect storm for burnout. Tasks like meal planning, managing school schedules, and ensuring everyone’s needs are met often fall to women and go unrecognized. But when this necessary yet invisible labor falls on one person, it can lead to increased stress, anxiety, and even depression. Women need a support system that addresses more than childcare and household responsibilities; they need support in managing the emotional and cognitive labor associated with the domestic sphere. Tips for reducing mental load as a senior leader include: - Focus on high-value tasks - Delegate when and where you can - Set clear boundaries between work and home - Prioritize self-care
From my perspective in the legal field, the answer lies in the historical imbalance between work and personal life. When many of today's senior women began their careers, the concept of work-life balance was a luxury rather than a standard. As a result, countless women opted to step away from their careers to prioritize family or other personal commitments. Re-entering the workforce at a senior level after such a hiatus is undeniably challenging. Simultaneously, men have traditionally had more consistent career trajectories, often leading to a wider gender gap in senior leadership. This inequity is exacerbated by the absence of supportive workplace policies and cultures that prioritize the needs of working parents, particularly women. To address this crisis, organizations must prioritize creating environments that foster both professional success and personal fulfillment for women. By offering flexible work arrangements, comprehensive parental leave policies, and mentorship programs, companies can empower women to thrive in their careers without sacrificing their personal lives. Moreover, increasing the number of women in leadership roles is essential. Female leaders serve as powerful role models, inspiring younger generations of women to aspire to senior positions. A more gender-balanced leadership team brings diverse perspectives and strengthens organizational performance.
I believe senior-level women are leaving their positions not because they can't handle the heat, but because they're confident they'll find better opportunities elsewhere. This trend is quite new and really highlights that loyalty has its limits. The driving force, in my opinion, is that these women have witnessed firsthand what can happen when companies genuinely commit to progressive changes, like offering more flexible work environments or improving their hiring practices to be more equitable. They don't want to slow down or settle for less; they want to be part of organizations that stay committed to values that drive positive change. I can tell you, women are incredibly ambitious, and the companies that manage to align their practices with the aspirations of these women will gain a lot. We're talking better collaboration, more diverse problem-solving—you name it. It leads to companies that are not only more inclusive but are also more forward-thinking. So, I strongly believe that companies need to start incorporating metrics related to people management and diversity, equity, and inclusion (DEI) in their performance reviews. It can also make a big difference to offer more focused job development and formal sponsorship programs just for women.
There are two main reasons why female execs are calling it quits- First, we’re shifting towards a portfolio career economy where you can get paid for doing multiple things you love. Instead of sticking with a single job that drains your energy, women are realizing they can create careers that protect their mental health and well-being. They are applying the high value skills they've learned in their 9-5 to start and scale their own businesses. It’s about finding a balance and working on your own terms. Second, a lot of women are turning their focus to work that feels more meaningful—like teaching, mentoring, coaching, or helping others. There’s a strong desire to make a real impact, and traditional corporate roles don’t always offer that. I hear this all the time in connection calls. Most of my clients are highly ambitious, successful women who left their 9-5 to pursue their own ventures and stop trading time for money. As corporate structures continue to crumble, I believe we’ll see more women stepping into roles as founders and creating purpose-driven startups. It’s not just about leaving a job—it’s about redefining what work and success look like.
Women experience significantly more psycho-social stress compared to men, aka. 'the struggle with the juggle' of home and work life. In addition, women experience stress differently to men, which is due to differences in neurobiology. Furthermore, when high-achieving women start experiencing challenging hormone shifts, which often occur concurrently with increased work demands and promotion due to their age, they start re-evaluating their lives. They shift their perspective and start asking themselves some hard questions. Many of the women I work with find themselves at a cross-roads, and can step into a new way of living which is more supportive of their mental and physical health.
As a Business & Brand Development Coach having worked with several senior-level businesswomen, I attribute the corporate exit of women to a recent awareness that powerful women can also create their own powerful businesses. There is a movement happening lately leaving women yearning to create a work-life balance that is more aligned with their passions and bigger-picture dreams, which can be achieved by leveraging their own success in a way that either helps or heals others. As culturally we have shifted to a more remote-work setting and the societal acceptance [and almost expectation] of multiple income streams, women are finding a window in the current business climate through which they are able to create wealth for themselves as well as others, simply by sharing their expertise, experience, and unique resources. Whether this is through consulting, coaching, community building, or even digital product creation, female business professionals are realizing they can make a bigger impact by shifting their focus from building their corporation's legacy, to creating one of their own.
Emelie Linheden here, VP of Marketing at Younium. As a woman who has climbed the career ladder in the male-dominated tech industry, I can offer some insight into why senior-level women might be stepping away from their roles. "The exodus of senior-level women often stems from a complex interplay of persistent challenges: the ongoing struggle for work-life balance, a lack of support structures, and the exhaustion that comes from constantly proving oneself in environments that still harbor subtle biases." In my journey to a leadership position, I've experienced firsthand the unique pressures women face. Early in my career, I often felt I had to work twice as hard to be taken seriously. This constant need to prove oneself can be incredibly draining over time. As I advanced, I noticed a shift in expectations. Suddenly, I was not only responsible for my own performance but also expected to be a role model for other women in the company. While I embraced this, it added another layer of pressure to an already demanding role. The challenge of balancing career and personal life also intensified. When I became a mother, I found myself constantly juggling responsibilities, often feeling guilty about not giving enough to either my work or my family. The lack of flexible work arrangements and understanding from some colleagues made this even more difficult. At Younium, we've made conscious efforts to create a more supportive environment for women in leadership. We've implemented mentorship programs, flexible working hours, and actively work to combat unconscious biases. These initiatives have contributed to our ability to retain top female talent, which has been crucial to our 60% growth in 2023. However, I recognize that not all companies have such supportive structures in place. Many women reach senior positions only to find themselves isolated, without peers or mentors who understand their unique challenges. The solution lies in systemic changes: more inclusive workplace cultures, better support systems, and a redefinition of what leadership looks like. Until then, we risk losing the valuable perspectives and skills that women bring to senior roles. As leaders, we must actively work to create environments where women can thrive at all levels. Only then can we hope to reverse this troubling trend and ensure that women who climb the career ladder find it worthwhile to stay at the top.
Psychotherapist | Mental Health Expert | Founder at Uncover Mental Health Counseling
Answered 2 years ago
Stepping into senior roles has often felt rewarding yet daunting. I left my last senior position due to the overwhelming pressure of balancing high expectations with limited support and resources. It became clear that the demands of leadership didn't align with my values or well-being. The corporate environment was frequently dismissive of my experiences as a woman of color, making it challenging to advocate for myself and my team. Despite my accomplishments, I felt isolated, and my contributions overlooked. It was a tough decision, but prioritizing my mental health and authenticity was essential for me. I now focus on creating spaces where others can thrive without compromising their identity or values. Sharing these experiences, I aim to inspire a shift in how organizations support their senior-level women.
Many senior-level women are leaving their roles due to unrealistic expectations and pressures. Women are often expected to juggle multiple roles—working moms, housekeepers, and professionals—more so than their male counterparts. This ingrained societal norm heavily influences workplace dynamics. In senior positions, there’s a belief that women should manage everything themselves and hire fewer people. This leads to overwhelming obligations, making it unsustainable in the long run. The pressure to overperform without adequate support pushes many to reconsider their career paths. And we put this pressure on ourselves as well: how can we not, when we’ve just acquired this dream title of ours? Perfectionism takes over and crashes our mental health more than we expect it to. In my own experience, stepping back from a C-level to a manager role was necessary. People in higher positions often expected me to take on multiple roles they wouldn't ask of a male candidate. This burden, without proper compensation, prompted me to seek better work-life balance. Workplaces must recognize these issues and offer better support and equitable expectations. Sometimes, exploring different roles within the market can provide new challenges without the same pressures.
Leadership isolation. It can be tempting to reach the top. But did you know how lonely it is there? Especially when you are a woman. Many of my friends, colleagues, and partners quit their senior roles for this exact reason. The pressure becomes too strong and there's almost no one who can understand your struggles. I keep working as a CMO and do not plan to quit; I've found my unique solution in systematic work with a therapist and educating myself about gender stereotypes at work. Everyone who struggles should read "Breaking the Bias Habit: Creating Inclusion at Work" - it will help you understand your own state and how to react to bias.
The McKinsey report highlights a critical issue: for every woman stepping into a senior role, two are leaving. From my experience, one of the main reasons is the relentless pressure and lack of support in balancing work and personal life. In my career, I've seen many talented women leave senior positions because the demands became unsustainable, especially when managing family responsibilities alongside high-stakes job roles. One memorable example involves a colleague who excelled in her role but faced constant burnout due to the lack of flexible work arrangements and support systems. She eventually chose to step down to prioritize her mental and physical health. This underscores the need for organizations to create more supportive environments, such as implementing flexible work policies and fostering a culture that values work-life balance. By addressing these issues, companies can retain talented women and create a more inclusive workplace.
From what I’ve witnessed, it’s less about women quitting because they’re unhappy and more because they’re reevaluating their priorities and what truly brings them joy. I’ve seen a lot of talented women in my circle who have decided to step back from high-pressure roles to explore other passions. Some are starting their own businesses, diving into community projects, or simply taking the time to invest in hobbies and personal growth. It’s really inspiring to see them embrace this shift. There’s something really appealing about redefining what success looks like and pursuing what makes you happy — I see myself taking the same path when the time is right. So, while it might seem concerning at first glance, I think what’s happening is a powerful movement toward personal satisfaction and balance.
After achieving senior-level positions, some women find themselves drawn to new opportunities that offer different challenges or a more fulfilling sense of purpose. They may seek to apply their skills in new industries, pursue personal passions, or even embark on entrepreneurial ventures that allow them greater autonomy. The decision to leave a stable, high-ranking role often stems from a desire for growth and reinvention. Organizations can support these aspirations by offering career transition services, such as career coaching, flexible work arrangements, and opportunities to take sabbaticals for exploration. Providing this kind of support ensures that these women feel empowered in their decisions and valued for their contributions, even as they chart new paths.
I believe that personal commitments always play a huge role in the scenario. It's challenging for women to climb the corporate ladder as is and things get harder after a certain stage, especially when parenthood gets added to the equation. Now, there are many strong women out there who are successfully maintaining the perfect work-life balance. But we can't rule out the fact that a lot of odds stack up against you when you have a demanding job and have to cater to a ton of responsibilities at home. So, to me, that's one of the major contributing factors that's causing women to call it quits after reaching a certain stage in their careers.
As a founder of a company dedicated to empowering women, I have seen many talented women struggle to advance in their careers. The pressures of balancing work and home life, facing discrimination and bias, and lacking mentorship and sponsorship take an immense toll. For some, the sacrifices required to reach senior levels are simply too great. Personally, I found the climb to leadership lonely and exhausting. Constantly having to prove myself in a male-dominated field drained my energy and confidence. If it weren’t for starting my own company, I likely would have left the workforce. Now, I make it a priority to mentor other women and give them the support I lacked. Achieving work-life balance is an ongoing challenge. As the demands of my company grew, I realized I couldn’t do it all alone. I had to learn to delegate and rely on my team. And while my company’s mission is empowering others, I’ve learned that I have to empower myself first through self-care. Taking time for hobbies, connecting with loved ones, meditating and exercising gives me the resilience and clarity to lead effectively. The path to leadership is hard, but with the right mindset and support system, women can thrive at senior levels. We need more women in leadership to serve as role models and mentors. And companies need to do more to remedy systemic issues holding women back. It’s not just a women’s issue - empowering and advancing women benefits us all.