On this International Women’s Day, let us not only celebrate the accomplishments and contributions of women around the world, but also free the world of the outdated norms and stereotypes that perpetuate gender inequality. 

The global pandemic has had a devastating impact on the economy, family life, and personal wellbeing–but it has also exacerbated decades of systemic inequality, setting women’s progress in the workforce back by decades. While 34% of men working remotely with children at home have received a promotion, one in four women are considering downshifting their careers or leaving the workforce altogether. Women of color are carrying an unequal burden, with Black and Latinx women facing disproportionately high rates of unemployment. 

Although grassroots movements make noise, we simply aren’t doing enough to design the workplace. Together, we can create a more equitable future. Here are three steps your organization can take now:

1. Reimagine flexible work arrangements.
As the economy begins to reopen, organizations will need to assess their remote work policies, deciding what the future of work can and should look like in a post-pandemic world. Of course, new challenges and situational factors will inevitably arise. But now is the time to ask your employees what they need and what they want moving forward. Do employees want to return to an office? If so, how often? Do all employees have the resources to set up a home office? If not, how can you support them? For employees that work in roles that require a physical presence, provide them some autonomy and control over their work hours, consider providing backup childcare options and/or a child care subsidy, and ensure that they have access to paid sick leave.  

Not only will organizations need to decide where to work, but they’ll also need to decide when to work. Given the challenges of childcare, a 9-to-5 schedule is too restrictive for many working parents. What hours would your employees prefer to work? What works for each team? Aim to create shared norms. For instance, if some team members are working remotely, then all team members should participate in team meetings virtually, even if they happen to be in the office. This ensures that employees have a shared experience and those working remotely won’t face backlash or miss out on important side conversations. Of course policies and practices will vary based on industry and job function—there is no one size fits all model. The key is to experiment to see what works best for the organization and its employees. 

2. Promote caregiving as a shared responsibility.
One of the biggest barriers we face in achieving gender equality in the workplace is the distribution of unpaid labor, including childcare and eldercare. One in five of working adults are unemployed because the pandemic has upended their childcare arrangements. Women ages 25 to 44 are three times as likely as men to not be working due to childcare. Take some time to revisit your organization’s policies and practices to ensure they promote shared caregiving. For example, policies that offer maternity leave (but not paternity leave) or differentiate between primary and secondary caregivers reinforce the notion that childcare is a woman's job. 

Additionally, encourage men to take on more active roles as caregivers. While 90% of fathers take some parental leave, the majority take ten days or less. More than one-third of male respondents in a Deloitte survey thought taking leave would “jeopardize their position” at work. In addition, men often face backlash “when they don’t adhere to masculine gender stereotypes—when they show vulnerability, act nicer, display empathy, express sadness, exhibit modesty, and proclaim to be feminists.” To combat outdated gender norms, leaders (especially men) must set an example at the top by taking the full amount of parental leave available to them, utilizing and visibly promoting flexible work arrangements, and advocating for gender equality.

Unless parents of all genders are offered and actively encouraged to take an active role in caregiving, we will continue to see gender disparities in the workplace as women are forced to make the "choice" between career and family, and men are denied opportunities to care for and bond with their children. By intentionally implementing policies and practices that support the integration of work and life, organizations can foster a workforce that’s healthier, happier, and more engaged.

3. Lead with empathy. 
Belonging and inclusion in the workplace ultimately start with empathy. To create a more equitable workplace, we must actively seek to understand the experiences of our colleagues. Building situational awareness and training your team to do the same will help people recognize moments and interactions that don’t feel right and encourage them to advocate on behalf of their colleagues. In the context of the evolving workplace, ask yourself: Who is included in meetings? Is anyone missing? Are all people encouraged to share their ideas or just a select few? Encourage managers to engage in perspective-taking and active listening and give them permission to help employees that may be experiencing personal challenges outside of work. Here are some additional resources on how to be an inclusive leader.

Are you ready to boost your DEI efforts with a data-driven and people-centered strategy? Learn how to become an Ellequate member.

Related Posts