South African women are ambitious, loyal and educated, yet despite 86% of women wanting to progress in their careers, nearly half of women are actively seeking new positions where flexibility, career prospects and financial security are championed by organisations.
These are some of the key insights from the 2025 Working Women’s Report – the largest survey of its kind across all age categories and racial groups in South Africa – released by leading recruitment company RecruitMyMom.
According to the study, 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 child-bearing years.
Despite 85.7% seeking career advancement, the report uncovered that women face several persistent barriers to career progression. These findings align with national trends, reporting that fewer than 5.8% of employed women occupy management positions compared to 9.8% of employed men.
The report finds 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. For most working women, financial security is the primary driver to work, with 74% citing financial stability as their main reason for working.
More than 41% are the sole earners in their households, carrying the financial burden alone, making financial security not only important, but critical. Across all age groups, 85% of women have dependents and 62% are mothers, necessitating them to navigate the demands of work and caregiving.
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.
Phillipa Geard, Founder and CEO of RecruitMyMom, says women are loyal employees with almost 65% remaining with one company 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.”
“South African women are educated, ambitious, skilled and loyal, yet many still face barriers to advancement. Employers that prioritise what women value most – financial security, flexible work, professional growth and relevant benefits – will gain a competitive edge in attracting and retaining top female talent. When businesses respond deliberately to what matters to women, they build depth, longevity and capability into their future workforce.”
Recommendations from the report findings:
- Hybrid and remote working arrangements are key retention tools and
- necessitate that companies embrace flexible work models that prioritise output
- over physical presence
- For early career employees, strengthen onboarding, mentorship and career
- support.
- Introduce structured mentorship and networking, leadership development and
- internal promotions to retain mid and senior-level women.
- In flat structures or SMEs with limited vertical promotions, encourage growth
- opportunities through:
- Lateral moves across departments or job rotation
- Project-based leadership, allowing employees to lead initiatives even if
- they don’t have formal managerial roles or leadership training
- Technical training and short courses to deepen their expertise.
- Offer benefits that resonate with women, such as a competitive salary, bonus,
- medical aid and pension fund contributions
- With 43% of women taking a career pause, it’s important not to overlook them. Recognise their skills and tap into a highly experienced talent pool.
- 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 career and life, and empower women to negotiate various benefits to retain their talent.