employee engagement and gender

a report

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Employee Engagement

em·ploy·ee en·gage·ment - def: Engagement is the degree to which employees are psychologically invested in the organization and motivated to contribute to its success.When employees are fully engaged it results in discretionary effort toward attaining organizational goals.

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About the Study

Every six months, Modern Survey conducts a study of the U.S. Workforce and its level of employee engagement.

This report summarizes differences in engagement between female and male workers, and gender differences for survey items on a variety of other important workplace topics. Except where otherwise indicated, all data in this report is based on Modern Survey’s Fall 2015 U.S. Workforce study.

In general, men are more favorable than women on most workplace topics. This is particularly true for ratings of compensation.

Even though they are more likely to be satisfied than women at work, men are significantly more likely to be looking for work elsewhere.

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Engagement Index Gender Differences

On all five employee engagement index items, women are less favorable than men. “Sense of Future” is the only engagement index item that shows a statistically significant difference.

Females Percent Favorable

200 40 60 80

51%Willingnessto Refer

68%Sense ofPride

49%Sense ofFuture

59%Intent toStay

56%Inspired byCompany

-4

-1

-7

-3

-3

Comparedto Males

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Engagement Levels

Disengaged

UnderEngaged

ModeratelyEngaged

FullyEngaged 14%

22%23%

28%

36%32%

35%

11%

MalesFemales

100 20 30 40 50

The engagement levels for male and female employees are similar. Women are more likely to be “Fully Engaged,” but that is offset by a much higher percentage of “Moderately Engaged” men.

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Trends in Percent Fully Engaged

The percentage of “Fully Engaged” employees has been relatively stable. However, the recent 5-point drop for men is the largest shift that has occurred during this timeframe.

18

14

10

4

0 Fall2013

Spring2014

Fall2014

Spring2015

Fall2015

12

16

86

2

12% 12%

16%

11%

16%

Males Fully EngagedFemales Fully Engaged

13%14%

15%14%

12%

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Looking to Leave Current Organization

Significantly more men than women are actively looking for new jobs outside their organization.

200 40 60

Males 39%

Females 31%

Agree or Strongly Agree

I am currently looking for a new job at a different organization.

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Trends in Looking to Leave

As this graph shows, following two years of very stable readings, both men and women have shown dramatic increases in the number looking elsewhere for new jobs in just the last few months.

45

35

25

10

0 Fall2013

Spring2014

Fall2014

Spring2015

Fall2015

30

40

2015

5

29%

24%27%

31%

24%24%

26% 28%

39%

28%

Males Agree or Strongly AgreeFemales Agree or Strongly Agree

I am currently looking for a new job at a different organization.

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50 7040 60 80

Males 62%

Females 54%

Favorable Responses

Rating of Pay

The most recent data shows a significant gender gap in perceptions of fair pay. Men are substantially more likely than women to believe they are being paid fairly.

I am paid fairly for the work I do.

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Trends in Rating of Pay

As this graph shows, the gender gap in ratings of pay has been quite consistent over time. The current 8-point gap is as narrow as it has been in recent years.

45

25

10

0 Fall2013

Spring2014

Fall2014

Spring2015

Fall2015

30

20

15

5

60%

50%54% 54%55%

47%

58%65%

62%66%

Males Favorable ResponsesFemales Favorable Responses

I am paid fairly for the work I do.

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Rating of Total Compensation

The current gender gap for total compensation is virtually identical to the gap for pay fairness.

50 7040 60 80

Males 63%

Females 55%

Favorable Responses

My total compensation package is competitive in our industry.

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Trust in Manager

Men are just slightly more likely than women to say they trust their direct manager.

6560 70 75

Males 69%

Females 66%

Favorable Responses

I trust my direct manager.

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Trust in Senior Management

There is a big difference in senior management trust, however. Fewer than half of women trust senior management.

45 5540 50 60

Males 55%

Females 47%

Favorable Responses

I trust my company’s/organization’s senior management.

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Trends for Trust in Senior Management

The gender gap in trusting senior management has been quite consistent. The trend lines for both men and women suggest a very gradual increase in trust of senior management over time.

60

40

10

0 Fall2013

Spring2014

Fall2014

Spring2015

Fall2015

50

30

20

50%

45% 45% 47%42%42%

51% 51%55%53%

Males Favorable ResponsesFemales Favorable Responses

I trust my company’s/organization’s senior management.

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Importance of Corporate Social Responsibility

There is little difference in how important it is to work at a socially responsible organization.

60 7055 65 75

Males 63%

Females 66%

Favorable Responses

It is important to me to work for a company/organization that is socially responsible.

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60 7055 65 75

Males 62%

Females 65%

Favorable Responses

Men and women are also equally likely to rate their organizations favorably on “giving back” to their communities.

Ratings of “Giving Back” to the Community

My company/organization does a good job of “giving back” to the communities in which we live and work.

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Ratings on Protecting the Environment

When rating their organizations on protecting the environment, men are much more likely to respond favorably.

45 5540 50 60

Males 56%

Females 46%

Favorable Responses

My company/organization is taking important steps to protect the environment.

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Summary

As this report clearly shows, women are generally less favorable than men regarding most workplace topics. Despite these differences, women and men have very similar levels of employee engagement.

Items measuring perceptions of compensation have historically shown some of the largest gender gaps. This continues to be true with both ratings of pay fairness and ratings of total compensation currently showing eight-percentage point gaps.

Even though women are generally less satisfied about their experience at work, they are substantially less likely than men to indicate they are looking for a new job outside their organization. Currently, 31% of women say they are looking to leave, compared to 39% of men.

Is there a gender gap at work? This survey indicates there absolutely is.

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About Modern Survey

Modern Survey measures workforce intensity -- that fire in your company’s belly that makes all things possible. Our human capital measurement software combines feedback, benchmarks, and data from enterprise systems to elucidate the correlation between employee performance and company success. We analyze the stuff your talent-management system can’t -- so that you know what to do next.

To learn more, please go to www.modernsurvey.com or contact us at: ask@modernsurvey.com 612-399-3837