Three Ways Companies Can Support Gender Equality

As the epidemic continues and leaves the world, especially the business world, changed forever, women’s economic recovery looks bleak. According to the U.S. Bureau of Statistics January jobs report, The economy added 467,000 jobs, but only 40% of those jobs went to women aged 20 and over. Since the onset of the epidemic, many women have left the workforce to take on care roles, or been forced to reduce their working hours. As a result, there are now 1.1 million fewer women in the labor force compared to just two years ago. At the same time, many men have succeeded Reimburse epidemic-related labor losses.

As organizations continue to recruit workers – and seek to retain workers – companies need to re-evaluate their benefits and benefits to ensure they are designed to support women. Building flexibility and creating leadership opportunities will lead a lot in bringing gender equality and breaking gender stereotypes that hinder women in the workplace.

See you 9 to 5

The epidemic has shown the need for companies to create flexibility in the workplace, especially for women. Yet, Research Found that men are treated more positively than women in flexible work arrangements. Women want flexibility in where, when and how they work. Companies that offer flexible schedules, job opportunities or part-time jobs have the upper hand in recruiting and retaining talented women. Companies that offer non-traditional ways of working can expose a hidden pool of candidates, as well as open doors for many women who may be looking for work.

Offer women real leadership opportunities

Study after study has shown the benefits of women in leadership roles. Women just like men tend to be interested in promotion and leadership development opportunities. However, when women report leadership opportunities, their reasons are different from those of men. Men usually reject an opportunity for leadership because they do not want it, whether it is the job, relocation, longer hours, etc.

However, when women report leadership opportunities, their concerns often lie in their lack of trust or because they are unsure how others in the organization will support them. Unfortunately, women’s intuition about these concerns is justified. Research Shows that organizations expect women to be more talented than men for the same roles. And worse, when women they They are given a leadership opportunity, often given to them “Glass Cliff” Attitudes – Opportunities with a high stakes that are unsettled and have a high chance of failing. Companies must realize these real concerns and challenges and drive women to success in leadership positions, not place them in a position or opportunity that will lead to their downfall.

Break the stereotype of resume gaps

recently, Prahabha Kenan, Editor-in-chief of Siri at Apple, posted her story on LinkedIn and shared how so many women are sent back to be “unemployable.” “With the terrible ‘resume gap’, I realized I had no chance of returning to the workforce and doing meaningful and challenging work. But Apple took a risk on me.”

Apple has also given it a leadership opportunity in a male-dominated industry, even after its seven-year employment gap. In a Canaan post she called on recruiters and recruitment managers to consider candidates who have a resume gap. Companies must break the stigma on women with resume gaps. As of January 2022, almost 1 in 4 unemployed women, aged 20 and over, had been unemployed for 6 months or more. When companies recruit talent, they need to consider women who have career gaps and are trying to re-enter the workforce.

As International Women’s Day approaches on March 8, I encourage leaders and companies to explore ways to support women in the workforce. At the Pepperdine Graziadio Business School, ours Center for Women in Leadership Dedicated to playground alignment, preparing women to succeed in taking on leadership opportunities, and helping others through mentoring.

The benefits of supporting women in the workplace are enormous: narrowing the gender gap and moving beyond gender equality can add between $ 12 to $ 28 trillion In world GDP. Companies with gender diversity and with more women leaders see an increase in profits, employee retention and higher levels of employee satisfaction. By giving women work flexibility, leadership opportunities, and putting an end to stereotypes, together we can break down barriers facing many women and march toward an egalitarian society.

This guest post was written by Bernice Ladbter

Bernice Ladbter, Ed D, is the dean of students, principal, Center for Women in Leadership And faculty, organization theory and management


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