What most women look for in a job – report

Women in South Africa are ambitious, educated and loyal to their careers, with the majority wanting to progress in their careers, seeking new positions where flexibility, career prospects and financial security are championed by organisations.

This is supported by findings from the 2025 Working Women’s Report, released recently by recruitment company RecruitMyMom.

About the report on women

The 2025 Working Women’s Report is a study focused on women in the workforce.

The research study was conducted online between November 2024 and February 2025, gathering insight from 3 742 skilled women aged between 18 and 64 years.

These women are predominantly based in Gauteng, the Western Cape, and KwaZulu-Natal, reflecting national employment distribution trends.

ALSO READ: How to work with difficult managers

What do women value in a job

Phillipa Geard, Founder and CEO of RecruitMyMom said the study shows that flexibility is non-negotiable and emerges as a critical retention tool.

“With more organisations shifting back from remote and hybrid to a full return to office, 84% of women say they actively job hunt when flexibility is removed, and women in senior careers often prioritise flexibility above growth potential or benefits.

“57% prefer hybrid work, while 37% favour fully remote roles. For younger women (ages 25–34), remote work emerges as especially important during the childbearing years.”

More men in management

The report highlights that fewer than 5.8% of employed women occupy management positions, compared to 9.8% of employed men.

Geard added that most women will remain in a role for one to five years before being promoted, 19% wait five years for a promotion, whilst 23% have never been promoted.

Barriers to career advancement are due to a lack of internal opportunity, mentorship and networking, and inflexible work policies.

“As a result, a significant proportion of women are seeking new employment opportunities and given women’s ambition for growth, organisations should create pathways to enhance career progression and support career transitions.”

ALSO READ: South Africa’s working women more at risk of toxic work stress according to report

Salary

“Although salary is the most appealing factor for women, medical aid, pension contributions and a bonus were identified as the top benefits sought, along with training and development,” said Geard.

She said that women are loyal employees, with almost 65% remaining with one company for between three and 10 years, significantly longer than the national average of two years and ten months.

“Women represent a growing share of South Africa’s educated workforce, and these findings present a powerful business case for investing in female talent as a long-term strategy for workplace stability, commitment and reduced turnover.”

Recommendations from the report findings

The report recommends that hybrid and remote working arrangements are key retention tools and necessitate that companies embrace flexible work models that prioritise output over physical presence.

Geard advises companies to introduce structured mentorship and networking, leadership development, and internal promotions to retain mid and senior-level women.

“Offer benefits that resonate with women, such as a competitive salary, bonus, medical aid and pension fund contributions. Offer competitive salaries in line with industry standards.

“Build trust through transparent pay structures. Offer benefits that resonate with women at various stages of their careers and lives, and empower women to negotiate various benefits to retain their talent.”

NOW READ: Gender inequality in the workplace. How financial independence plays a role