The COVID19 pandemic has had a disproportionate impact on women’s personal and professional lives. According to the World Economic Forum (WEF), the year-long pandemic has set global efforts for gender equality back by more than a generation. 4,444 people sitting at a large table and looking out the window 4,444 GETTY 4,444 The new Deloitte Global report “Women @ Work: Global Outlook” surveyed 5,000 women in 10 countries. The results showed that women‘s responsibilities at work and at home increased since the beginning of the epidemic.
These changes in lifestyle and responsibilities are causing women’s dissatisfaction with work. Furthermore, employers did not adequately provide female employees with the policies and corporate culture necessary to meet the needs of women: only 22% of respondents believed that their employer allowed them to establish a clear boundary between work and personal life; Most believed they should work “always online”, and their employers rate them based on the time they spend online rather than the quality of their output. Therefore, only 39% of people think that their organization’s commitment to support them during this time is sufficient.
“Women, especially women of color, LGBT+ women, single-parent families, and people with care responsibilities have experienced a lot of extra work and family pressure during COVID19, which most employers cannot or cannot solve”, Deloitte Said CEO Michele Parmelee and Chief Human Resources Officer. “Many women who are dissatisfied with their current employment status are considering leaving their current employers in order to obtain a more positive and supportive environment. More than half of the respondents hope to leave their current employers within two years, or are already actively looking for another one. The work of an organization.
However, some organizations have done a good job because they have established a culture of inclusiveness and high trust, and provided more programs to support women working in these organizations. The survey determined that they were “gender equality”. “Leaders” are confident in reporting non-inclusive and supportive behaviors to balance work and other commitments, and they also believe that their careers are progressing at the speed they want.
Unfortunately, these “gender equality leaders” constitute a small number of organizations, accounting for only 4% of the total global sample surveyed by the Deloitte Report. However, organizations can gain countless benefits by following the leadership of gender equality leaders and building a culture of high trust and tolerance in which women feel supported.
Take advantage of the benefits of gender equality
The benefits of prioritizing gender equality are obvious to organizations and their employees, including higher job satisfaction, higher productivity, and higher employer loyalty. 4% of companies recognized by the Deloitte report as leaders in gender equality have achieved significant business benefits by supporting women (see figure below).
A chart titled: How would you rate the following aspects of your life today?
As Parmelee points out, these benefits are no accident: “Gender equality leaders take bold and thoughtful steps to make their entire workforce prosper,” she said. “This is not only good for employees, but also has a positive knock-on effect on the entire organization.”
Women working for gender equality leaders stated that their organizations set clear limits on working hours during the pandemic and provided paid Taking vacations and resetting work goals to be more realistic in today’s environment has met the needs of employees. The
survey also found that gender equality leaders are more than twice as likely to provide women with formal mentoring programs (40% vs. 16%) than backward organizations (31% of the global sample) to provide women with development opportunities (38% vs. 15%). ) And provide childcare support, including emergency childcare support (22% 8%).
Steps to mitigate the impact of the pandemic
Although today’s gender equality leaders may be a minority, organizations can take various actions to reverse the pandemic’s impact on professional women and benefit from supporting gender equality.
“Respondents to the survey are aware of what measures need to be taken to reverse the disproportionate impact of the pandemic on working women,” Pamelie said. Here are four suggestions to help organizations become leaders in gender equality:
Prioritize work-life balance and provide flexible work options rooted in the company’s culture so that all employees feel they can use them.
empowers women to achieve success outside of work, thereby achieving success at work.
Develop the skills and experience of women by providing important development opportunities.
Demonstrates a clear commitment of leaders to gender equality.
“When organizations want to reopen their workplaces, organizations that prioritize diversity, equity and inclusion in their policies and culture, and provide tangible support to women in their workforce, will be better equipped to deal with future disruptions “Pamelie said. In addition, they will lay the necessary foundations to promote women and gender equality in the workplace ”.

By Peter

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