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  "documentTitle": "Women @ Work 2022: A Global Outlook",
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      "text": "Inclusive, supportive organizations gain a competitive advantage",
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      "text": "While the hybrid way of working presents opportunities—including, if done right, enabling many to maintain the flexibility that remote working can afford—it also creates a risk of exclusion for those not physically present. Almost 60% of women who work in hybrid environments feel they have been excluded from important meetings, and almost half say they do not have enough exposure to leaders, a critical enabler of sponsorship and career progression. Additionally, only around one-quarter of women say their employer has set clear expectations of how and where they should work, which causes challenges for those seeking predictability (often as a result of caring responsibilities).",
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      "text": "Hybrid working: An opportunity for change—but challenges exist",
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      "text": "As in our 2021 research, this year we identified a group of women (albeit just 5% of the sample compared with 4% in 2021) who work for “Gender Equality Leaders”—organizations that, according to the women surveyed, have fostered genuinely inclusive cultures that support them and promote mental wellbeing. Women who work for these companies report far higher levels of engagement, trust, and career satisfaction, and they also plan to stay with their employers longer. They also report more positive experiences with hybrid working, with only 14% saying they have felt excluded from meetings/interactions and only 7% saying they don't have enough exposure to leaders. Remarkably, only 3% of women working for Gender Equality Leaders reported being burned out, compared to 46% of respondents in the overall sample. Women employed by Gender Equality Leaders also receive greater mental health support: 87% say they get adequate mental health support from their employer, and the same percentage feel comfortable talking about their mental health in the workplace.",
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      "text": "While non-inclusive behaviors impact the majority of respondents, women in ethnic minority groups and LGBT+ women are more likely to have experienced microaggressions. For example, LGBT+ women are more than 10% more likely to say they have been patronized or undermined by managers because of their gender. And women in ethnic-minority groups are significantly more likely to be excluded from informal interactions, feel patronized, and receive disparaging or belittling comments about their race or ethnicity compared to those in their country's ethnic majority.",
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      "text": "Looking through an intersectional lens, women face more challenges",
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      "text": "The majority of women (59%) have experienced harassment (such as unwanted physical advances or repeated disparaging comments) and/or microaggressions (such as being interrupted or talked over, being patronized, and so on) over the past year at work, an increase over the 52% who reported experiencing harassment and/or microaggressions in 2021. Exactly half of women say they have experienced microaggressions, and 14% have experienced harassment. As in 2021, only a small proportion— just 31% —of these behaviors are reported overall, with microaggressions much less likely to be reported to an employer. Only 23% of microaggressions are reported compared to 66% of harassment behaviors. And women still fear reprisals for speaking up: 93% believe reporting non-inclusive behaviors will negatively impact their careers, and most feel that their employers won't take action even if they do report these behaviors.",
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