Research
Research on Generations and Women's Careers
Since 2016, Dr. Candace Steele Flippin has surveyed thousands of US adults across four generations (Baby Boomers, Gen X, Millennials, and Gen Z) to understand what people value at work and what helps women advance in their careers. Her research has been published in Generations, the peer-reviewed journal of the American Society on Aging, and is the foundation of her books, the SHAPE Career Assessment®, and her work with leaders and organizations.
6 studies
conducted from 2016 to 2021
4 generations
adults born from 1946 to 1998
100+ citations
of her peer-reviewed research (Google Scholar)
Key findings
- Women undervalue networking. In a 2017 national study of Gen X professionals, only 8% of women named networking as important to their career advancement, compared with 18% of men, a missed opportunity, since networking is linked to promotion.
- Mentors and coaches accelerate women's careers. 70% of Gen X women had at least one mentor, most often through informal relationships, and credited mentors with leadership development, career planning, and self-efficacy. 30% had worked with a professional coach.
- Supportive managers matter more to women. 33% of Gen X women credited the support and advocacy of their managers for their advancement, compared with 20% of men.
- Women across generations want the same things in workplace communication. In a 2019 study of 1,500 women, Baby Boomer, Gen X, Millennial, and Gen Z women prioritized virtually the same interpersonal communication traits.
- Five factors drive women's career advancement. About 1,100 women pointed to five themes: Saving, Hard Work, Advocacy, Perseverance, and Education. These became the SHAPE framework.
- A financial cushion makes career risk possible. Many women said they held back from career risks because they were their family's primary breadwinner or lacked savings. That is why the SHAPE framework starts with saving.
The studies
Each study surveyed adults in the United States, using multiple-choice, rating, ranking, and open-ended questions.
Generations in the Workplace Study (fall 2016)
About 1,000 US adults responded to a 35-question survey facilitated by an independent research organization, with additional interviews of Gen Z participants. The final validated sample of nearly 700 included employed college graduates (Baby Boomers, Gen X, and Millennials) and employed college students (Gen Z), split evenly between men and women. Gen Z made up 28% of the sample.
The study explored which values motivate each generation, how employees feel about their careers, how generations perceive one another, and what each generation wants from a supervisor.
Published in: Generation Z in the Workplace and Millennials in the Workplace
Gen X Women and Career Advancement Study (June 2017)
A national online survey of 240 US professionals born between 1965 and 1980 (68% women, 32% men), in roles from intern to CEO. Nearly half held the title of director or above. Participants worked in for-profit (71%), nonprofit (15%), academic (9%), and government (5%) organizations.
The study examined what drives Gen X career advancement, including mentorship, executive coaching, organizational support, networking, and perceptions of gender bias. It found that career planning through mentorship and coaching, along with networking, was most important to accelerating Gen X women's careers.
Published in: "The Glass Ceiling Is Breaking, Now What?" Generations: Journal of the American Society on Aging, Fall 2017
Women's Workplace Communication Study (2019)
A survey of 1,500 women across four generations examined what women value in interpersonal communication at work. Baby Boomer, Gen X, Millennial, and Gen Z women prioritized virtually the same things.
Presented in: the TEDxMemphis talk "Are You Talking to Me? What Women Really Want… at Work"
SHAPE Career Advancement Study, Part 1 (fall 2019)
About 1,100 women answered 37 questions about the steps women can take to build a stronger foundation for advancing their careers, and the advice they would give a younger woman starting out. Five themes emerged: Saving, Hard Work, Advocacy, Perseverance, and Education. Together they form the SHAPE framework.
SHAPE Career Advancement Study, Part 2 (winter 2021)
400 women answered 20 questions about how the five SHAPE themes had affected their careers, how the COVID-19 pandemic changed their career outlook, and which career advice had done more harm than good.
Published in: Get Your Career in SHAPE (2022)
Interpersonal Communication Study (2021)
1,400 women rated 12 interpersonal communication traits drawn from the work of communications scholar Owen Hargie. The findings informed the Red, Yellow, and Green Career Zone Behaviors assessment and Dr. Candace's workshop materials on generational communication.
Publications
Journal articles
- "The Glass Ceiling Is Breaking, Now What?" Generations: Journal of the American Society on Aging, 41(3), Fall 2017, pp. 34–42. Cited more than 100 times.
- "From Diversity to Intergenerativity: Addressing the Mystery and Opportunities of Generation X," with Peter J. Whitehouse. Generations: Journal of the American Society on Aging, 41(3), Fall 2017, pp. 6–11.
Books
- Generation Z in the Workplace: Helping the Newest Generation in the Workforce Build Successful Working Relationships and Career Paths
- Millennials in the Workplace: Helping the Largest Generation Group Succeed at Work and in Their Careers
- Get Your Career in SHAPE: A Five-Step Guide to Achieve the Success You Need, Want, and Deserve (Wise Ink Creative Publishing, 2022)
How to cite this research
Steele Flippin, C. (2017). The glass ceiling is breaking, now what? Generations: Journal of the American Society on Aging, 41(3), 34–42.
Steele Flippin, C. (2022). Get Your Career in SHAPE: A Five-Step Guide to Achieve the Success You Need, Want, and Deserve. Wise Ink Creative Publishing.
Media and speaking inquiries
Journalists, event organizers, and organizations can contact Dr. Candace Steele Flippin to discuss her research on the multigenerational workplace and women's career advancement.