In the report of 600 directors, CEOs and senior executives, a quarter of respondents claimed this was the single biggest barrier to progression, and more than half said they believe today's cultures are dramatically reducing the length of time women are prepared to stay and develop their career with their employer.
The report also found the benefits of a less traditionally 'male' culture wouldn't just be felt by women - the gains for employers across the whole workforce would be significant.
Some 60% of all senior executives in the survey say their productivity would be increased if their organisations played a more active role in helping them balance their work and non-work lives, the majority by 10 to 25%.
Women respondents cited an improved culture (52%), flexible working (36%) and the removal of unconscious bias in the workplace (23%) as the most effective way to persuade them to stay longer with an employer. Men agreed with the top two, but cited better investment in technology, such as video conferencing or laptops for remote working, as their third choice (30%).
Carol Rosati co-founder of Inspire and director of Harvey Nash, said: "Organisations are failing to recognise that in today's world, employees of all genders want different ways of working.
"Often the bias that creates this male-dominated culture is unintentional and unconscious. Without realising it, senior managers often celebrate presenteeism and reward those employees who they have the most immediate access to.
"A more enlightened approach to managing all employees will help re-balance the gender in the talent pipeline, but also create a more productive workforce and improve retention. These initiatives need not be expensive, but the onus is on businesses to change the way they operate to achieve these gains."
The report also reveals that there appears to be little appetite for change among organisations. More than half of respondents said it would take at least 10 years before women make up one-third of private sector boards, and over 16% thought it would take more than 15 years.
Alexa Bailey, co-founder of Inspire and consultant at Harvey Nash, said: "The kind of activities that are seen to help an individual's career, such as additional networking opportunities, social events, or staying longer in the office, are harder to participate in for anyone with responsibilities outside of work.
"But if a different approach to the workplace is adopted, everyone is equal. A diverse board is a stronger board, better able to identify and take advantage of commercial opportunities.
"By letting too many women opt out of corporate life halfway up the career ladder, organisations risk disconnecting with their customers, weakening their competitive edge and missing out on further opportunities. This isn't a talent issue, it's simply a bottom-line business issue."