Helping to Keep Women in the Workforce

While the Covid-19 pandemic has affected all of us, women, especially mothers, senior-level women, and women of color, are facing distinct challenges.  According to an annual Women in the Workplace study, Women in the Workplace , one in four women are contemplating leaving the workforce or downshifting their careers. This means that all the progress that we’ve seen for women in the workplace, including their move into leadership roles, could be undone.

In September 2020, 865,000 women dropped out of the workforce due to exhaustion and burnout.  Many have school aged children (some of whom are “special needs”), who are learning virtually from home.  Other working women are single moms caring for kids as well as elderly parents. And women of color are more likely to experience a death of a loved one during this pandemic than women overall. Women are also less likely to speak about their concerns with managers because they fear that it might put their career at risk.

So, how can mangers help keep these employees in the workplace? They can start by having meaningful conversations with their employees about what works and what doesn’t work for the individual, understanding that not everyone has the same needs, and coming up with solutions that work for that employee.

Managers should also be equipped with a list of talking points to open up dialogue with employees about their current situations or daily challenges. A simple “How are you doing?” might not be enough for an employee to open up. Instead, managers should be asking their employees:

• Are you getting the support you need from your peers?
• Are you encountering new challenges in your work? What can we do to help?
• How is your work schedule? Is there anything you need to adjust so that the schedule is sustainable going forward?
• What resources do you need to make things easier for you to do your work?

These conversations have helped managers and companies come up with innovative ways to help their employees. For example, one company offered a condensed workweek so that their employee could support her family by babysitting for her grandchildren on Fridays. Another company worked with their healthcare provider to host virtual session to answer employees’ pressing questions. Others hired teachers to form a “homework club” to tutor employees’ children and launched a virtual gym class for kids of all ages.

In order to support their managers in having these crucial conversations, some companies have offered training sessions that focus on having discussions that are empathetic and help to resolve issues.

Companies have a responsibility to help support their women employees and ensure they remain successful in the workplace. We don’t want to continue to lose the diversity in our organizations or continue to see all of the progress that women have made in the workforce become undone. 

If you would like help in implementing new programs or policies, or if you have questions about accommodations, please reach out to Renewed HR today to see how we can help you in supporting your employees.