Women in the workplace: Prioritizing worker well-being
Jennie Yang, director of talent transformation at 15Five, offers advice for employers to support their working mothers.
While many Americans simply count themselves lucky to have a stable job right now, some are voluntarily giving up their careers–women, mainly. The stress of being a caregiver is just one factor; the pandemic has exacerbated many of the career challenges women have been working hard to overcome in recent years.
Related: In an abrupt shift, 1 in 4 women are considering leaving the workforce
Employers need to be proactive about addressing these issues before the absence of this key demographic of their workforce has an even greater impact. Now is the time to review equity strategies and policies and look for other ways to ensure that women in the workplace aren’t feeling overlooked.
Jennie Yang, director of talent transformation at 15Five, recently shared with BenefitsPRO her advice for how companies can support their working mothers.
What can business leaders do to retain their working mothers?
Work-life balance is a concept that has been losing its meaning over the past few years, but the last year has made it virtually moot. Mothers who work from home have borne the brunt of this throughout the pandemic, and they have been suffering. To retain them, business leaders must establish a workplace that prioritizes well-being. That means taking a regular pulse of working mothers’ needs and challenges, supporting flexible schedules, providing mental health resources, and encouraging them to use the resources. Leaders can also create employee resource groups to help working mothers feel supported, as these groups foster community and a sense of belonging.
What dangers do companies face if they continue to ignore the workplace experience gender gap?
Workplace reports in 2020 highlight that mothers manage a disproportionate amount of caregiving responsibilities compared to fathers, and their performance is judged more harshly because of it. If leaders continue to ignore the gender gap in the workplace, companies will undoubtedly see declines in engagement and possibly an increase in attrition due to a perceived lack of fairness. This ultimately leads to business loss – it has been calculated that the cost of disengagement is 34% of the disengaged employee’s annual salary.
How can organizations address the different workplace expectations of men and women?
To address the different expectations of men and women, it’s important to first understand what those expectations are. To truly understand these expectations, organizations must listen and listen well. Providing multiple channels for communication and feedback are essential. Conduct an engagement survey, provide an anonymous feedback form, set up an executive ask-me-anything Slack channel, host executive listening sessions, or leverage feedback software that allows people to communicate in a safe environment. As feedback is surfaced, group them into themes, share the themes back to the organization, and create an action plan to address the issues.
What processes can they change to ensure all employees have the flexibility they need?
Implementing a robust remote-work policy and flexible time off are the most important things organizations can do. This past year has proven that being remote does not impact productivity the way so many leaders thought it would and wellness has a much larger impact than previously thought. People must feel like they are trusted to do their job well and that they can take time for their own needs without repercussions.
What can women do to proactively work towards creating the working arrangement that will enable them to care for their families and commit to their work?
Getting a clear understanding of priorities is important. Do less and obsess, is the principle here. What are the top outcomes that need laser focus and attention? What can be pushed out? What are the top two to three things each week that will move the needle on the outcome you’re driving towards? Doing this can be easier said than done, which is why regular conversations with managers is so important. Ongoing conversations provide space to discuss and agree on priorities, address roadblocks, and bring up any personal issues that could affect work.
What is one thing you hope the readers of the article focus on or take action on after reading this?
As an employer, the goal is to create a fair, diverse, equitable and inclusive workplace that ensures safety and belonging for all team members. In order to live these principles, bring awareness to any biases that exist in your organization—particularly any maternal biases.
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