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Victoria here, Girlboss’ executive editor. 👋 |
Call me biased, but working on an all-women team at Girlboss has kind of ruined me for other workplaces—in the best way. 😉 Of course, an all-women team is not automatically a Barbie Dreamhouse (women can be toxic bosses, too!). But when a women-first environment is built with trust and intention, it can be extremely powerful for your career. New research backs that up, and we’re unpacking the findings below. |
Other stuff the Girlboss team is yapping about on Slack: |
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💼 Job of the day: Fishwife (the cool-girl tinned fish company) is hiring a fully remote Growth Marketing Director to lead its DTC growth engine across paid social, creative, creator partnerships, and site optimization. What a catch (of a role)! 🐟 |
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Hone Health |
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Menopause Time Off Shouldn’t Be Radical |
Menopause is a normal life stage, but too many workplaces still treat it like a personal problem that women are expected to manage on their own. |
Hone Health’s Menopause Time Off movement is calling for better workplace support for women navigating perimenopause and menopause, including stigma-free flexibility, employer resources, menopause-inclusive time off, and a $50K microgrant fund. |
Get this: New Hone data found that nearly 20% of women have left a job or retired because of peri/menopause symptoms. Meanwhile, menopause-related productivity loss is estimated at $5.4B annually, and yet most workplaces still have virtually no policy in place to address it. 😱 |
That’s why Hone is on a mission to make Menopause Time Off mainstream. Because women shouldn’t have to choose between their health and their careers. 👏 |
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Maybe Barbie Land Was Onto Something… |
New data suggests that women-first learning spaces can lead to better career outcomes. Pretends to be shocked. |
Let’s unpack the data—cause it’s super fascinating. |
According to a new study published in Organization Science, which followed 2,700 unemployed women taking remote career training classes, women in all-women groups were far more likely to complete training on time (76% vs. 67%), earn professional certification (15% vs. 8%), and land a job afterward (24% vs. 9%), compared with women in mixed-gender groups. |
So, what made the all-women groups work so well? |
They built real trust. Women were more likely to open up about things like motherhood, marriage, career pivots, and general life stuff, which helped create a stronger sense of connection and solidarity. |
And once that trust was there, they exchanged resources with each other, like study tips, exam advice, job leads, encouragement, and accountability, while the mixed-gender groups tended to stay more transactional and surface-level. Translation: it was emotional support mixed with tangible career help. |
Now, let’s zoom out for a second. What can this study teach us about how more women can thrive at work? |
Does it mean that all-women workplaces are the magic solution? Not exactly. Many of us have dealt with toxic bosses or passive-aggressive coworkers—of all genders—who make work a living hell. |
But what matters is this: When women are in environments designed with trust, psychological safety, and mutual resource-sharing, they may be more likely to ask questions, take risks, share opportunities, and actually follow through on their goals. 🚀 |
And that’s a much more valuable “workplace perk” than free pizza on Fridays. |
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