Women in revenue-generating roles seek stable and enriching environments that help them progress in their careers. However, 43% of women admit they have considered quitting their jobs in the past year due to lack of mentorship, job insecurity, lack of work flexibility and workplace discrimination, according to the 7th Annual State of Women in Revenue Report.
Jamie Wigand, Executive Director of Women in Revenue, noted that one in five women surveyed were laid off in the past year. Those who remain in their roles feel overworked, undervalued and overlooked for promotions. These feelings add to the existing compensation disadvantage women face: they earn 84 cents for every dollar a man earns for the same work.
Having to Do More With Less
The Women in Revenue report also found that women in sales, marketing, customer success and revenue operations are navigating staff and budget cuts, diminishing career opportunities, and lack of support, making it increasingly difficult to build long-term careers in revenue roles.
“They’re effectively doing even more work for less, having to manage with fewer staff and fewer resources,” said Wigand in a statement. “The change needs to come from the top, with employers prioritizing the professional needs of their female staff…as reports have shown that more women in leadership roles translates to greater profitability.”
Executive leaders can drive positive change by offering flexible work arrangements, promoting mentorship, ensuring pay equity, and creating pathways for leadership. Employing these practices can help draw and retain top-performing women in the workforce.
Key Findings
Women in Revenue is a non-profit organization that empowers and elevates women working in marketing, sales and customer success, with the ultimate goal of creating workplace equity. Other key findings from the report include:
- Job Security Concerns: In the past year, more than 67% experienced staffing reductions, while budget cuts impacted 63% of respondents. Together, these realities increased workloads and limited career advancement.
- Discrimination Persists: Nearly half of all respondents shared personal stories of workplace bias, exclusion and being overlooked for promotions. Pay inequity remains an issue, with 33% of women reporting they know they are paid less than their male counterparts for the same role. However, approximately half (49%) don’t know if they are paid less, which also highlights the need for better pay transparency.
- Flexibility is Vanishing: Women continue to prioritize flexibility, ranking remote work first and flexible hours third for the most important perks they seek in a job role.
“Working from home is consistently the first most important benefit women cite in our report,” said Wigand. “I don’t think that’s going to change anytime soon. Everyone in a revenue role needs the flexibility to set their own hours and work from anywhere to be more successful. With Gen Z entering the workforce as a true digital-first generation, we can only expect this trend to continue.”
Action Items for B2B Organizations
The report highlights four critical actions organizations must take to foster stability and equity for women in the B2B landscape:
- Improve flexible work arrangements to support work-life balance
- Ensure equitable pay, pay transparency and clear promotion pathways
- Address workplace discrimination and bias
- Invest in leadership development and mentorship programs to augment career growth opportunities
Wigand pointed to the fact that 69% of women in revenue say they do not have a mentor. Companies can build mentorship programs or connect employees based on their goals and skills, so they can foster a culture of connection.
Click here to download the complete report.
