Women and men are choosing to move less, even for promotions. For women, even more specifically, the jobs they have meet their definitions of very good or good enough. It balances many personal factors. No need to go to an "exceptional" definition for the job when other aspects of life have risk of not balancing.
From a WSJ today about decreasing employee mobility:
"Ms. Murray opted to keep her vice president position at technology distributor Tech Data Corp. in Clearwater, Fla. Though she earns more than $300,000 a year, she said her refusal to entertain offers in other cities has held back her career.
'Making another $100,000, $200,000, whatever it is, that’s not what motivates me,' said Ms. Murray, who shares custody of her two children with her nearby ex-husband. 'Kids need their parents.' "
There's no implication here that her current job doesn't pay her fairly. It's simply the deeper understanding of why more women LEGITIMATELY aren't in higher ranks which over their careers earns them less. The value of their family lives has of course not been counted in here.
In the San Francisco Bay Area, the employee market is so strong that women (and men, but less often) will say no to a clear promotion if their commute time is half hour and would increase to an hour.
Let's stop demonizing companies by pointing out stats about women who aren't in the top ranks without a balanced understanding of why this is. Celebrate that women were asked. It's their choice to say no. Studies about the lack of women at the top fail to consider how many women were asked who said no. A number of women say they just need a few years until the kids are older or in college or a different stage. An increasing number of men say this too, but not nearly with the same frequency.
Some might argue that companies don't do enough to accommodate families and women in particular. I'm not seeing that in my search practice at all. We do all we can to help hiring executives get creative and they are open to what's reasonable that still achieves the accomplishments necessary for success in the role.
Full WSJ article here.