South African women are ambitious, educated, and increasingly carrying the financial weight of their households. Yet, many continue to face barriers that limit their full participation in the workplace.
The Working Women in South Africa Report 2025 by RecruitMyMom, based on insights from over 3 700 skilled women, highlighted both the progress and challenges shaping women’s careers today.
Women are driving financial stability
The report revealed that 74% of women work primarily for financial stability, with 41% being sole income earners in their households. Adding to this, 85% have dependants, many of them mothers balancing caregiving and career responsibilities. This underscores why reliable income, strong employee benefits, and supportive workplace policies are essential.
Ambition meets barriers
A striking 84% of women want to grow in their careers, yet almost half are actively seeking new roles due to limited growth opportunities, lack of mentorship, and inflexible workplace policies. For younger women (18-34), access to training and mentorship are critical, while older women (45+) highlight age and race discrimination as key challenges.
Flexibility is non-negotiable
When it comes to work arrangements, the message is loud and clear: flexibility matters more than ever.
- 57% of women prefer hybrid work,
- 37% favour fully remote work, and
- Only 6% want to be fully office-based.
Rigid return-to-office mandates are a major retention risk-84% of women who experienced increased in-office requirements are actively looking for new opportunities.
Loyalty and the long game
Despite the challenges, women demonstrate remarkable loyalty when their needs are met. Nearly 65% remain with one employer for three to ten years – well above the national average. This stability offers businesses a strong return on investment in female talent, provided growth, flexibility, and recognition are part of the workplace culture.
What employers can do
The report outlines five key strategies to future-proof workplaces:
- Create clear career growth pathways – mentorship, leadership development, and transparent promotion processes.
- Embed flexibility into work models – hybrid and remote options are no longer “nice to have.”
- Offer benefits that matter – medical aid, pension contributions, training, and paid maternity leave top the list.
- Value career breaks – 43% of women have taken breaks, often to care for children; these should be seen as sources of resilience and transferable skills.
- Support diverse leadership pipelines – mentorship and sponsorship can help close gaps, especially for Black women who remain underrepresented in senior roles.
The business case for women in leadership
Beyond fairness, the numbers prove the value: global research shows companies with greater gender diversity on executive committees outperform their peers by up to 27% in profitability. For South African employers, creating inclusive, flexible, and growth-oriented workplaces is not only about equity – it’s a strategic business advantage.
At GWII, we believe that empowering women in the workplace is about more than closing gaps; it’s about opening doors. Reports like this remind us that when women thrive, businesses and communities thrive too.