213%
Conservative SHRM replacement cost floor for senior executives.
Women: Knowing Your Worth
You know what you produce. This is what it costs to replace you.
Replacement value is a standard workforce metric. It is benchmarked, documented, and used in workforce planning at every senior level. This tool puts that number in your hands, so you can know your worth.
29%
Women in the C-suite — up from 17% in 2015. They entered the pipeline at 49%. The broken rung is at manager level: for every 100 men promoted, only 81 women are.
43%
Senior women in leadership who report burnout, versus 31% of men at the same level. Most are managing it privately. McKinsey & LeanIn 2024.
Your worth
What does it cost to replace you?
Enter your information. The calculation uses SHRM's documented replacement cost methodology, the same published framework used to quantify senior leadership value across industries. No data is stored.
Your Information
Your current base salary
Annual base compensation
$250,000
Slide to your approximate base salary. Does not include bonus, equity, or benefits.
Your level
Tenure at current organization
Years in this role or organization
8 years
Tenure determines institutional knowledge premium: relationships, systems, history that cannot be hired from the outside.
Your age range
You are inside the perimenopause transition window (40–58). This is when the pipeline collapse is steepest and when a woman is most likely managing privately what she has decided not to name at work.
Your Worth
Replacement value estimate
What it costs to replace you
$532,500
Your salary × 2.13. SHRM documents replacement cost at 200–400% of annual salary for senior executives. 213% is the conservative floor.
Institutional knowledge premium
$160,000
Total organizational investment in you
$692,500
SHRM full-range replacement cost
$1,000,000
Transition Window Status
Inside the window. You are inside the perimenopause transition window (40–58). This is when the pipeline collapse is steepest and when a woman is most likely managing privately what she has decided not to name at work. When women at this stage leave, the departure is recorded as personal, family, or unspecified. The calculation behind it is not.
“The Broken Rung”: Only 54% of companies are currently focused on women’s career advancement, making your individual worth even more critical to quantify.
McKinsey & LeanIn, Women in the Workplace 2024
The pipeline
Where you are in the exit pattern.
McKinsey and LeanIn 2024 Women in the Workplace data. You entered at 49%. By the C-suite that number is 29%. The women who are no longer in that pipeline did not stay. They made a calculation. Which tier are you in when that calculation gets made?
Entry Level
49%
Manager
40%
Sr. Manager / Director
39%
VP
34%
SVP / C-Suite / Partner
29%
Source: McKinsey and LeanIn, Women in the Workplace 2024. The Invisible Attrition℠ transition window (ages 40–58) spans the senior manager through C-suite stages where the steepest departures occur.
What this means
Knowing this number is not a decision. It is a position.
01
You are already in the data
Replacement value is calculated and benchmarked at every senior level. This number exists whether you have seen it or not. Knowing it changes what you are working with.
02
The exit reads as voluntary
When women at this level leave, the departure is recorded as personal, family, or unspecified. The calculation behind that exit is far longer and more deliberate than the code assigned to it. Invisible Attrition℠ is the pattern of exits that look like choice and were, in fact, the end of a much longer calculation.
03
Private management is not the same as doing this alone
There is a difference between strategic containment and self-erasure. Tacere — the practice of strategic non-disclosure — practiced with the right support, protects continuity without requiring unnecessary exposure. The question is not whether you are strong enough to disclose. It is whether you have what you need to contain.
Private strategies for women who are not waiting for the system to catch up.
Lozen Advisory is a confidential advisory layer. It does not operate as a wellness program, does not require internal disclosure, and does not depend on institutional accommodation. The MAPS Blueprint is where to start.
No forms. No organizational disclosure required. The work focuses on protecting your performance and your options.
Lozen Advisory LLC
Invisible Attrition℠ is a service mark of Lozen Advisory LLC. This tool uses SHRM-documented replacement cost methodology for illustrative purposes. No data entered here is stored or transmitted. Not financial, legal, or medical advice.