Women across the country are heading into 2026 more skittish about the economy than men, and that extra caution is changing how many approach job searches and promotions. A new survey finds women are more likely to expect a weaker labor market and are choosing stability over risky moves. That play-it-safe strategy could slow career mobility and stretch long-standing gaps in pay and seniority, especially in high-cost metros like New York.
What the numbers say
As first reported by Houston Business Journal, the gender gaps are hard to miss: 55.4% of women said they believe the labor market will worsen in 2026, compared with 42.7% of men, and 42.5% of women said they were very concerned about a recession versus 35.9% of men. Women were also more likely to report worry about job loss and to say they are holding off on searching for new roles. The Business Journal story draws on MyPerfectResume’s national "Great Stay" survey for those breakdowns.
Survey snapshot
MyPerfectResume’s full report found that 65% of respondents say they do not plan to look for a new job in 2026 and that 32% are worried about losing their job, clear signs of a workforce leaning toward safety over advancement. MyPerfectResume career expert Jasmine Escalera writes that workers are "heading into 2026 with a noticeably higher level of economic caution," a mindset the report dubs the "Great Stay." The platform also flags employer actions, from clearer career paths to mental health supports, as central to preventing long-term stagnation.
Local pressure points
This mood is landing in a national environment where hiring churn has cooled: the Bureau of Labor Statistics shows unemployment near 4.3% and labor-force participation roughly steady, so fewer openings are circulating even without mass layoffs. In New York City the squeeze is sharper. Center-based childcare can top about $26,000 a year, making risky job moves harder for many parents. Between high living costs and limited visible opportunities, the calculus for switching jobs looks much tougher for women who shoulder caregiving responsibilities.
Why staying can cost careers
Academic work shows that lateral moves inside firms and external job changes are important engines of promotion and pay growth, so missing those moves can have lasting effects on earnings trajectories. A recent Management Science analysis finds that lateral mobility often comes before promotions and higher pay, while business coverage of the Great Stay has documented a "no-hire, no-fire" atmosphere that reduces outside options for workers. Together, that adds up to a higher risk that staying put will mean slower pay growth and fewer promotions over time, outcomes that could widen gender gaps.
What employers and leaders can do
MyPerfectResume recommends that employers offer clearer promotion pathways, targeted upskilling, transparent communication about job security, and supports for burnout and financial stress, steps that help retention without stunting mobility. In high-cost metros like New York, pairing those employer moves with public investment in childcare and workforce training can give women real options beyond simply staying put. City and state programs that expand affordable care and paid training would make upward moves more feasible and less risky.
For many women balancing bills, caregiving and career goals, the Great Stay may feel like the safest choice right now, but it can cost pay and power later. Whether firms and policymakers act will determine if this is a temporary pause or a lasting drag on women’s advancement.
