Her Work. Her Voice: Nationwide Survey November 2025

Introduction

The Her Work. Her Voice. was a nationwide survey initiative, designed and implemented for the first time by Deloitte, with the aim of capturing the authentic experiences of women working in Greece. Conducted over a three-week period, it gathered 1,200 responses and combined quantitative and qualitative insights across nine key workplace dimensions, offering a comprehensive, data-driven view of both progress and the persistent challenges women continue to face.

The findings offer a nuanced picture of women’s workplace realities — highlighting strengths, structural pressures, and opportunities for meaningful action.

Main Findings
1. Women’s workplace experience in Greece is broadly positive — but not evenly sustained across the career lifecycle.

Overall workplace satisfaction and inclusion are largely positive, with 87% experiencing inclusion at least sometimes and early-career women expressing stronger confidence in promotion opportunities. However, this positive picture weakens over time, as confidence in equal advancement declines with age and experiences become increasingly shaped by accumulated workload, caregiving responsibilities, and career-stage pressures.

2. Burnout, workload pressure, and caregiving responsibilities are defining structural realities of women’s working lives.

Despite generally positive perceptions, 80% of women report having experienced burnout, and more than half describe their workload as sometimes overwhelming, with pressure intensifying in mid- and later-career stages. Nearly half of respondents have caregiving responsibilities, and 42% state that these have negatively affected their career opportunities — particularly women aged 37–44 — highlighting the structural intersection between care and progression.

3. Exclusionary behaviors remain widespread — and significantly underreported

More than half of respondents (51%) report having experienced exclusionary or harassing behaviors, with exposure peaking in early-to-mid career stages but present across all ages. Critically, most incidents go unreported due to fear of retaliation, normalization, or contextual barriers, suggesting that the true scale of exclusion may be substantially underestimated.

4. Retention is driven by recognition, growth, and fair reward — consistently across age groups.

Women’s intention to stay is primarily shaped by competitive pay, recognition, career growth opportunities, supportive leadership, and positive workplace culture. These drivers remain consistent across age groups, indicating that while experiences evolve over time, the fundamentals of engagement and retention remain stable.The highlights above represent selected findings from the research. The full analysis across all nine dimensions, including demographic breakdowns and qualitative insights, is available in the detailed presentation materials.