The emotional salary is gaining preference among women workers for offering personal growth options. A global study by LinkedIn highlights it in global trends.
According to a recent survey by LinkedIn on global hiring trends, 63% of respondents consider work-life balance, benefits, and flexibility to be more important than salary when accepting a job.
The LinkedIn study said that despite the challenges, companies will continue to prioritize diversity in their workforce, including professional women satisfied with their compensation options.
The so-called emotional salary is growing in companies' preferences when it comes to motivating their talent. Javiera Correa, Director of Personnel at Buk, a multinational talent recruitment firm, explains that women tend to value this type of compensation.
"Women might value flexibility even more, as they often bear the burden of both professional and household responsibilities in many societies. However, I have also noticed that men increasingly value that flexibility and are more committed to domestic duties. In fact, at Buk, we implemented a 5-week paternity leave, which has been well-received and appreciated," she said.
This shift in mentality reflects the importance individuals place on their overall well-being, which goes beyond financial compensation. Work is no longer just a means of subsistence but an integral part of their identity and quality of life.
"It has a tremendously positive impact on job satisfaction, motivation, and commitment to the organization. Therefore, it is indeed a great option for women workers. That's why organizations today need to understand the relevance of emotional salary if they truly want to attract top talent and retain their employees," she emphasized.
Organizations have begun to adapt to this new reality, according to LinkedIn's global report, recognizing that to attract and retain female talent, they must offer models of benefits, recognition, development, career plans, challenges, learning, and a positive work environment. Companies across various sectors are implementing flexible schedules, remote work options, parental leave policies, wellness programs, and other benefits aimed at building an attractive employee value proposition.
"While it is true that many studies indicate that women's professional growth is affected by discrimination, in my experience, I have seen that nowadays women are capable of achieving their goals and growing professionally without compromising a good work-life balance. This is how I believe these preferences can empower them to take on roles with greater responsibility, as they have the assurance that they will not neglect their families and will not be discriminated against for it," detailed the expert.
Therefore, when choosing a job offer, women workers consider aspects such as alignment with their vision and the company's values, as well as the quality of the work experience. The emotional salary, understood as a set of benefits and values that go beyond monetary compensation, has become a key factor in attracting and retaining talent in companies.
The importance of inclusion
The experience of women workers must be seen from an inclusive perspective. This means they feel included in all processes, from raising awareness about the company, talent attraction, and retention to onboarding processes. Diversity and inclusion must be consistent in the culture, with leaders, and in day-to-day work.
Proper implementation of emotional salary
The most valued benefits may vary depending on the organization and employees. Some employees may appreciate schedule flexibility and the possibility of remote work more, while others may value training opportunities and professional growth. These factors should be discussed with professional women.
"It is essential for organizations to conduct satisfaction surveys and actively listen to their employees to identify what is most important to them in their work. This will allow them to adjust their emotional salary programs and benefits to meet the needs and expectations of their talent," said Gabriela Arreal, People Happiness Manager at Buk.
Furthermore, it is important to highlight that employee benefits should not be static but evolve. Organizations must stay attuned to changing trends and needs of their employees and adapt their benefit programs accordingly.