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ORGANIZATIONS CONTINUE TO FOLLOW POLICIES CREATED IN THE 1990S, IF NOT THE 1950S - OR THEY CHANGE THEIR POLICIES BUT NOT THEIR CULTURE. OF WOMEN SAY THEY WOULD LIKE TO BECOME CEO OR HAVE A POSITION IN SENIOR MANAGEMENT OR LEADERSHIP OF EMPLOYED WOMEN WITH A CHILD UNDER THE AGE OF 18 WOULD PREFER TO STAY AT HOME AND TAKE CARE OF THE HOUSE AND FAMILY OF WOMEN RATE GREATER WORK-LIFE BALANCE AND BETTER PERSONAL WELL-BEING AS A “VERY IMPORTANT” ATTRIBUTE IN A NEW JOB OF FEMALE EMPLOYEES SAY THEY ARE ACTIVELY LOOKING FOR A DIFFERENT JOB OR WATCHING FOR NEW OPPORTUNITIES To attract, retain and engage a modern workforce, business leaders must be courageous and begin to examine, if not overhaul, their organizational policies, strategies, cultures and values. Organizations that continue to enforce outdated policies will not be able to keep up with employers who offer more choice and flexibility and greater trust and transparency. Organizations have to create cultures that enable women to maximize their full potential in and out of the workplace. Far less than half of female employees (35%) are engaged in their jobs, and nearly half of women say they are looking for or considering new jobs. But women continue to drop out of the workforce in troubling numbers. In the U.S., more than 5 million jobs are available. How can businesses create the ideal work culture for female employees? How to create a workplace culture that attracts, engages and retains a gender-diverse workforce. Women in America: Work and Life Well-Lived

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