New LinkedIn Data Reveals The Gender Differences In Job Seeking

To mark International Women’s Day, this month’s edition of the Workforce Confidence Index breaks down the challenges and strategies that Canadians face in the job hunt, and how they differ between men and women. LinkedIn then looked at aggregate confidence scores by gender based on perceived job security, personal finances, and career outlook.

LinkedIn’s latest research looks at gender differences in job seeking:

  • LinkedIn found that women were far more likely to consider education as a job-seeking strategy than men. Some 40% of women said they would be willing to go back to school part-time or take online classes to gain knowledge and skills, compared with just 26% of men. Meanwhile, 13% of women said they would consider going back to school full-time, compared with 8% of men.
  • Women were also marginally more willing to pivot into working in a different industry (53% versus 50%) or work in a different job function (49% versus 46%).
  • While men and women were equally willing to start their own business, men were much more willing to consider working as freelancers or contractors than women.
  • Men were also a bit more open to taking a step back in their careers, with men slightly more likely to say they would accept a sizeable reduction in income (10% of men versus 7% of women) and more likely to accept a sizeable reduction in seniority or job title (19% versus 13%).
  • Overall, women in Canada have consistently reported lower Workforce Confidence Index scores than men since LinkedIn began collecting data early in the pandemic, although that gap has narrowed significantly since the summer.

For the full results, including additional insights on what’s keeping Canadians from finding new jobs, visit here.


LinkedIn’s Workforce Confidence Index is based on a quantitative online survey that is distributed to members via email every two weeks. Roughly 1,000+ Canada-based members respond each wave. Members are randomly sampled and must be opted into research to participate. Students, stay-at-home partners & retirees are excluded from analysis so we’re able to get an accurate representation of those currently active in the workforce. We analyze data in aggregate and will always respect member privacy.

Data is weighted by engagement level, to ensure fair representation of various activity levels on the platform. The results represent the world as seen through the lens of LinkedIn’s membership; variances between LinkedIn’s membership & overall market population are not accounted for.

*Gender is based on self-reported data from survey respondents. Respondents could also identify outside Male or Female, or could select “prefer not to answer.”

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