Career

Loss of Women’s Jobs Halting Progress Toward Equality

Loss of Women’s Jobs Halting Progress In case you didn’t notice, women’s jobs are quickly disappearing amid the confusion of the pandemic. If we don’t act soon, we will lose over 30 years of job growth, which will have lasting impact on our progress toward equality.

Here are the startling facts. Nearly three million American women have left the labor force in the past year. In January alone 275,000 women dropped out of the workforce, meaning they are no longer working or looking for work. That’s following an equally dismal December – which originally reported 140,000 jobs lost by women but was recently updated by the Bureau of Labor Statistics to reflect 196,000, with women accounting for 86.3% of the total 227,000 jobs lost. Whether voluntary or involuntary, these numbers are staggering, and put women’s labor force participation rate at the lowest it’s been since 1988.

President Biden says this exodus – coupled with closing of schools, and the mental health issues for children that could arise – constitute a “national emergency.” The impact of the pandemic is far-reaching and that means we need all hands on deck. We have to get women back to work, and give them, and their children, the supports they need.

Lean In and McKinsey & Company’s latest “Women in the Workplace” report found that last fall, “One in four women said they were considering downshifting their careers or leaving the workforce due to the pandemic’s impact, with mothers three times as likely as fathers to be responsible for the majority of housework and childcare during Covid-19.”

This full-time childcare burden is falling in many women’s laps because it always has. Women have long carried the weight of the Second Shift (the time a woman walks in the door after work until bedtime when she cares for children, fixes dinner, etc.), but now thanks to a global pandemic, it’s become a never-ending shift. That’s due in large part to the ongoing closures of schools and day care centers and the loss of other supports women have long relied on. With male spouses or partners earning more (there’s that pesky gender pay gap again), women frequently have no choice but to step away from their careers to take over childcare responsibilities. When you add the bind of women providing the majority of workforce for  essential jobs without the work from home options, who takes care of the kids? Women, especially women of color, are often on the front lines in health care, grocery stores and other essential functions, and are the sole breadwinners for their families.  It’s abundantly clear that we need systemic change to support women whose work is essential to survival both at work and at home.

A recent report from the Century Foundation and the Center for American Progress predicted that without government intervention, women’s lost wages could cost the economy $64.5 billion per year, which would prolong the current economic crisis and could, “put women back into a position of social, political, and economic inferiority.”

Emily Martin, National Women’s Law Center’s vice president for education and workplace justice said that if we want to see more working mothers stay in the workforce or re-enter the workforce, there needs to be a bailout for the childcare sector. She recently told CNBC, “The last COVID relief package had about $10 billion for childcare. And it sounds like a big number until you realize that more than $50 billion is needed to ensure that our child-care infrastructure is still there once people are able to go back to work.”

Prior to the pandemic, women made up more than half of the workforce and were on track to reach gender parity within the next decade. Study after study shows that having more women in the workforce is good for women’s equality and their company’s bottom line. It’s time for women and our male allies to come together like never before and find solutions that will work now and after this crisis passes.

3 Ways to Foster Gender Equality for Female Musicians

Eileen_CareyGuest post by Eileen Carey, singer/songwriter

I can still recall the conversation like it was yesterday. I was in my late 20s and just begun my music career when I excitedly shared my newfound status as a musician with a famous Nashville music executive whom I admired. I was crushed when he replied, “Sorry, honey, but you’re too old.”

More than a decade later, I’ve amassed several #1 singles and more airplay and awards than I ever dreamed of. I feel truly blessed with my success, and remain grateful to my family, my friends, and, most important, to my fans, for helping make it happen.

Still, I’m beyond distraught for the continued lukewarm response of the Music Row country radio charts. Breaking through has been far more difficult for me than if I were a male country pop singer. Country music is not alone in failing to embrace the progress of women in music. It’s everywhere—in every aspect of the music industry and throughout our culture.

Need proof? Check out these numbers from Rolling Stone :

“In 2019, 22.5% of the top songs were made by female artists. The numbers dip further in the behind-the-scenes of the industry. In 2019, 14.4% of songwriters were female. The same narrative – if not a worse one – emerges in other parts of the industry: women comprised just 5% of producers in 2019.”

The numbers are sobering.  A 2019 report put out by USC Annenberg School for Communication and Journalism shows that female music professionals identify the same barriers as other professions: objectification, stereotyping, and their status as a statistical minority. The bottom line? The biggest obstacle we face as women in music is the way our industry thinks of us. USC Annenberg professor and expert researcher Dr. Stacy L. Smith sums it up perfectly, “The perception of women is highly stereotypical, sexualized, and without skill. Until those core beliefs are altered, women will continue to face a roadblock as they navigate their careers.

So how do we change the out-of-date beliefs held by so many folks in the music industry and elsewhere?

If you want something done correctly, you gotta do it yourself. Women gaining equality in the music industry is no different. It’s not going to happen unless we join together to make it happen.  There are three ways we can foster equality for female musicians in the industry we all love so much:

  1. Push for quotas within the music industry.

Although quotas tend to polarize people I’m inspired by how much good could come from them. If institutions within the music industry require that specific numbers of females make up radio airplay playlists, festival lineups, or even executive seats at record labels, we can prove how easy it is to fill these positions with well-deserving women.

Starting in 2014, companies on the Toronto Stock Exchange had to disclose the number of women in senior roles and their plans to improve diversity. After introduction of the so-called “comply or explain” approach, women’s presence on public boards increased considerably. At the time the regulation went into effect, 67% of the 100 largest public companies in Canada had at least one female director. As of May this year, 96% had such representation, with about half of those companies seating three or more women in director roles. (Fortune newsletter)

Lessons can be learned from other industries. The system of “comply or explain” is being used in public boards to require women and diverse members be added to their leadership. The result is that women are being added in Canada and various markets in the U.S. and the state of California—just by requiring that they report their membership by gender and comply with quota rules to be listed.  In music as in other industries, some folks will claim that women are given placement based solely on gender. But these naysayers only create another barrier if you allow it.

The inequalities are astounding. In music festivals, for example, festival attendees don’t know who writes songs, but they sure as heck know who is headlining their favorite festival. If organizers of some of the industry’s largest music festivals were required to feature as many women as men, the step towards fostering equality in our industry would be enormous. For example, consider this: the headliners at this year’s Coachella festival were all men. Not a single female artist was presented. Fans and musicians alike need to demand to see their favorite female artists. If we reach out, speak up and vote with our power on ticket sales, festival organizers would listen.

I am drop dead serious when I say that we should encourage festivals with all the tools at our disposal to achieve a 50/50 gender balance by the summer of 2022. Everyone involved in the music industry would benefit—performers and fans alike.

  1. Actively support organizations that promote equality for women musicians.

I am downright giddy when I see how many organizations have formed solely to address the issue of gender equality in music. Check these out:

  • She Is the Music–an independent, global network organization working to increase the number of women working in music – songwriters, engineers, producers, artists and industry professionals.
  • Key Change–a movement to represent the under-represented, working together tobreak down the barriers that are silencing talent, and to achieve better gender balance and inclusivity for gender minorities on stage and behind the scenes.
  • Women In The Mix–launched in 2019 to ignite industry-wide commitment to solving this severe inequality, The Initiative asks that at least two women are considered in the selection process every time a music producer or engineer is hired. It also asks working producers to agree to take issues of gender diversity within music’s technical fields into account when deciding who to mentor and hire for further development.
  • Gender Amplified–is a non-profit organization that aims to celebrate women in music production, raise their visibility and develop a pipeline for girls and young women to get involved behind the scenes as music producers.

Organizations such as these deserve our full support. We should do everything we can to promote them. Remember: when these influential organizations thrive, women in music are sure to thrive as well. Not only should we return the favor by having the back of SITM and similar groups, but we should also create new initiatives that can push for gender equality in music. It’s going to take a myriad of groups and approaches to drive women to the forefront of the music industry. Just as the music requires multiple talents and resources to produce, achieving gender equality throughout requires the same. With more organizations working with and for us, we’ll be better organized far more successful with an equal share of the industry we all support with our talent and skills.

  1. Accept the personal challenge of making progress happen sooner, rather than later.

Things aren’t going to improve for women in music unless each of us does her part. This means that we all have to take it upon ourselves to push for the change we want to see. We must consistently remind people of what we want, and why,and to demand gender equality from record labels, management companies, radio stations, award programs, music venues, and anywhere else that can help bring about the change we deserve.

It’s ridiculous that women are not yet treated as equals in the field of music. And I’m more than equal to accept the challenge to demand change now!

I call on you to make it a priority to shift the inclusion of women into their rightful place in every scale of the industry. It’s up to all of us, to accept the challenge and  to demand, then work for the change we want to happen. I know individual people and companies must commit to change, but If we female musicians (and the fans who support us) unite and amplify our voices, we will absolutely foster the musical gender equality we want much faster than anyone could have imagined.

I’m beyond ready for that to happen.

Aren’t you?

Power Forward and Register

Level Up – The Diversity Women’s Business Leadership Conference

There’s still time to register for the 15th Annual Diversity Women’s Business Leadership Conference, which you can attend virtually October 8-9, 2020. As in years past, this event will attract women business leaders of all races, cultures and backgrounds, and features amazing speakers, exhibitors, content, coaching and a virtual program like no other. Recognized as the premier women’s leadership conference for racial, ethnic and gender diversity, attendees can expect to hear and learn from some of the most influential thought leaders and executives across the nation and the world.

Dr. Nancy will be on hand and will be joined by Trudy Bourgeois, Founder and CEO, Center for Workforce Excellence, during the general session to discuss “supporting one another across differences.” Together they will explore privilege, and how white women have been the biggest beneficiaries of affirmative action while Black women have been left behind. Their conversation will reveal the ways we can boldly reach across differences as allies for other women.

This conference is incredible each year, and this year’s virtual event makes attendance easier than ever. Check out last week’s interview with Dr. Sheila Robinson for more information.

Power Forward We've Got the PowerWe look forward to “seeing” you there, and together we’ll Power Forward!

Here’s a recap of last year’s conference:

Since its inception, Diversity Woman Magazine has recognized the importance of leadership development and empowerment for diverse women. Aiming to educate and support diverse and multicultural women leaders and to facilitate their continued growth and success, the organization more than delivered through their annual Business Leadership Conference in November.

Attracting diverse and multicultural business leaders from the world’s largest corporations and entrepreneurs from successful women-owned businesses, the Conference not only served as the perfect place for women to make connections, it also provided plenty of information for women to further their development. Boasting notable speakers and powerhouse panels, attendees were able to gain wisdom and insight from some of the most influential women leaders in the nation.

Take The Lead’s Co-Founder and President Gloria Feldt provided a flash talk on the Conference’s first day. With “Intentional Woman: Be BOLD and Carry OUT!” Gloria told attendees that the real secret to reaching their full leadership potential while helping all women get their fair and equal share of leadership roles starts with “I.” But it’s far from selfish. It is all about embracing the power of your own intention. Of taking those elements of female socialization that have traditionally held women back and turning them into assets, superpowers even.

Level Up – The Diversity Women’s Business Leadership ConferenceAdditional presentations and panels guided attendees on strategies for advancing in business, such as “Bold Moves for a Disruptive World” and “Three Rules for Winning in Corporate America”, and Leadership Coaching helped attendees do everything from navigating a project to developing their personal brand.

The Women Connect4Good Foundation was a diamond level sponsor of this year’s event, and Dr. Nancy was on hand to host the Conference’s Opening Reception and along with Dr. Sheila Robinson, Founder of Diversity Women’s Business Leadership Conference, delivered opening remarks on day two – helping attendees get supercharged for a day of powerful learning and inspiration.

Dr. Nancy recalled the first time she attended the Diversity Women Business Conference, and said it was the most amazing experience she’d ever had. It was the first time she truly understood the words inclusive and sisterhood. In order to deepen that understanding, Dr. Nancy had to look first of all at privilege, and how with privilege comes responsibility.

In her latest book, In This Together, we quote Michael Kimmel who said in a TED Talk, “Privilege is invisible to those who have it.” His point was that we have unconscious biases that prevent us from recognizing our own privilege. In fact, we are privileged if we don’t even see our race or gender when we look in the mirror.

This week’s podcast guest, Trudy Bourgeois, founder of The Center for Workforce Excellence said it best when she told Dr. Nancy, “You don’t know what you don’t know.” She said that if we are to create equality for all women, we have to name our biases and talk about them. Her recent book tells how we can transform our work environments by admitting our biases and engaging in tough, uncomfortable conversations. It’s called EQUALITY: Courageous Conversations about Women, Men, AND Race in the Workplace to Spark a Diversity and Inclusion Breakthrough.

Trudy and Dr. Nancy met a few years ago at the Diversity Women’s Business Leadership Conference, and Trudy point-blank confronted Dr. Nancy with the question, “What’s wrong with you white women?” Trudy’s question had to do with the advantages that white women have had and squandered. Now, Dr. Nancy believes what’s wrong is, “We’re afraid to step outside the lines for fear of retribution ourselves. While we have to be twice as educated and work twice as hard to get half as much as our male counterparts, we realize it is our responsibility to make sure that no woman has to work twice as hard to get half as far as her white sisters.”

Chelsea Handler has said that when it comes to privilege, it’s about taking responsibility, about having those difficult conversations and doing something actionable about it. Dr. Nancy agrees and says we all have to learn how to be better. “We can do that in part when we realize that racial and gender bias impacts every aspect of work, and that includes our own path to leadership and how we lead once we get there. We are our own worst enemies because of the biases we have towards other women, and the biases we have towards ourselves. We’ve got these measurements and comparisons, and we need to recognize them and realize, nobody is winning. We need to learn to recognize that we have biases, and we all have them.”

Dr. Nancy also pointed out the fact that it’s really all about relationships. Women build relationships. We are good at it, and we can use this strength to help ourselves and our companies succeed. Study after study shows that when women hold top positions, an organization does better. She said that in order to build relationships that work for all of us, we need to realize that our differences can be challenges, but they can also be opportunities.

“I think that when we talk about how we are different we begin to understand each other better and better and realize that we’re more alike than different. We all want the same things.” Dr. Nancy said. “We also need to remember, no more US and Them. We truly are in this together and that means ALL of us, all colors, races, and our male allies too.”

Dr. Nancy concluded her opening remarks on the topic of support. After all, when we support each other, anything is possible. “This conference is a perfect example of what happens when we support each other.”

“We need to realize that we are ALL in this together and we’ll get there faster when we work together – side by side—to make the world a better place. I think that’s why we’re here is to have better lives and to make it better for other people.”

Dr. Nancy is already making plans to attend next year’s Diversity Women’s Business Leadership Conference, October 7, 8 and 9, 2020, and urges other women to do the same. Attendees will have the chance to spend time with some major players – real leaders who understand just what it takes for organizations of all sizes to be successful as well as discover great opportunities to learn from and share with one another and create new and rewarding relationships. To learn more about Diversity Women and next year’s conference, go to DiversityWoman.com.

 

Don’t Let COVID Stop Women’s Progress-Take Action Now

Women's ProgressWomen’s progress toward equality was moving forward at a moderate pace. 2018 was widely considered to be the “Year of the Woman” marking the biggest wave of women elected to government ever, with 2,133 women sworn into America’s state legislatures, as well as holding 25 seats in the U.S. Senate and 101 seats in the House. In 2019, women ticked past 50% of the workforce in the U.S. for the first time during a non-recessionary period in American history. Riding that wave, world leaders, civil society and the private sector had set the stage for 2020 to be the biggest year yet for the advancement of women’s rights. Until the pandemic that is.

COVID-19 has been hard on women’s progress. McKinsey reports that while most people’s lives and work have been negatively affected by the crisis, their most recent analysis shows that, overall, women’s jobs and livelihoods are more vulnerable to the pandemic. According to the National Women’s Law Center, between February and April, women lost more than 12.1 million jobs, and only a third of those jobs returned in May and June. When comparing the unemployment rate for women versus men, women ages 20 and over have an unemployment rate of 11.2% compared to their male counterparts who have an unemployment rate of 10.1%. The June unemployment rate for women is 1.3 times higher than the highest unemployment rate women faced during the Great Recession and the subsequent recovery years, and 1 in 4 (25%) women working part-time wanted full-time work, but were unable to obtain it for economic reasons, such as their employer not giving them full-time hours. The outlook is even worse for Black and Latina woman as nearly 1 in 7 Black women (14.0%) ages 20 and over were unemployed in June, which is nearly 3 times higher than their pre-pandemic unemployment rate (4.8% in February), and more than 1 in 7 (15.3%) Latinas ages 20 and over were unemployed in June, over three times higher than their unemployment rate in February (4.9%)

A patchwork of back-to-school options is another potential wrench in women’s progress across the country. Boston Consulting Group’s recent study of working parents finds that 60% of parents have not found alternative childcare in the wake of school and daycare closures, and with modified return options available this fall, many additional women are leaving the workforce. Whether by choice or necessity, in terms of workforce and leadership participation, that is an action that could have ramifications for years to come.

We can’t let the events of this year stall our progress. In the study, “COVID-19 and Gender Equality: Countering the Regressive Effects,” McKinsey researchers defined three potential scenarios in the post–COVID-19 world of women at work. “The first is a gender-regressive ’do nothing’ scenario. It assumes that the higher negative impact of COVID-19 on women remains unaddressed, and it compares GDP outcomes in 2030 to the case in which women’s employment growth tracks that of men in the recovery. The second is a ’take action now’ scenario, which would improve parity relative to the gender-regressive one. The third is a ’wait to take action’ scenario continuing until the economic impact of COVID-19 subsides.”

The best option for a substantial increase in economic opportunity is to “take action now.” Policy makers would make decisions, in 2020 and beyond to significantly improve gender equality over the next decade. Researchers estimate that the global value of achieving best-in-region gender-parity improvements by 2030 could lead to $13 trillion of incremental GDP in that year and create 230 million new jobs for women globally.

Employers can also take action now. In fact, many are. One obvious action is to add flexibility to the workplace, for women and men, especially in these unprecedented times. And that doesn’t just mean remote work. It can also mean a four-day work week, or shifting work hours (especially now), and moving forward to better accommodate the difference between office hours and school hours, or the “child-care crisis between 3 and 5 p.m.”

In a community where public-school students are headed back two days a week, one healthcare system was recently quoted as saying that they have surveyed employees to find out their needs and are “aggressively pursuing creative solutions.”

“Our most precious resource is our employees, and we know the most precious thing in their lives is most often their children,” spokesperson Kaitlyn McConnell said. “As area schools release their plans for the start of the school year, CoxHealth knows that many of the system’s employees are anxious about what the next few months will mean for their children, and how the changes will affect their jobs. We also know that it’s important to keep our staff members at work and able to care for the community.”

That creative approach and many others are what’s needed right now. We need to collectively take action and keep women employed and in the pipeline for advancement. And we need to think big-picture and develop plans to regain the steps we may have lost during this crisis. We are all struggling with this continued uncertainty. These are the times when we need to come together to help each other through, not allow it to overwhelm us and remember that our progress is important, not only to women, but to everyone’s recovery. We can emerge from this crisis stronger than ever. The times beg for great leadership, and women are uniquely qualified to lead in these times. Do NOT allow COVID to stop your progress. Think of one action you can take to lift women up and create a new year of the woman now.

What the COVID Crisis Reveals about Women’s Work

Mom and daughter in front of computerInvisible women’s work just became abundantly visible amid the quarantine of the COVID crisis. While sheltered at home, Zoom calls broadcast the juggling act women perform when child-care, home-schooling and working from home all merge into the same time and place. Fluctuating back to school plans are happening as many parents are hitting the burnout stage after struggling to balance remote work and homeschooling for weeks on end. It’s hard to remain responsive to your team and meet the demands of what had previously been a 40 hour per week job and educate, entertain, cook, and care for your children. Video calls have become balancing acts, deadlines a family affair, and advancement? That’s too far down the list to even contemplate – especially as many women are often finding themselves finishing up their workday after the kids are in bed, or in the wee hours of the morning, before their day begins again.

The struggle to get it all done isn’t new, but the pandemic has shone a light on the lopsided division of household labor and highlighted the fact that our current path – even before coronavirus – is not sustainable. Monica Hesse recently wrote in The Washington Post that “we can lobby for equal wages, promoting women, and harassment-free workplaces, but progress toward true equality hinges on chores — the diapers and the dishes and the hundreds of other essential tasks that must be performed, even if we pretend they don’t exist.” She also writes that “We shouldn’t try to return to business-as-usual until we address that “usual” has been pretty sucky for working parents.”

Usually, it’s the women that are bearing the brunt of the increased household labor, and that was true before the pandemic too. There just wasn’t as much of it. Brigid Schulte, author of Overwhelmed: Work, Love, and Play When No One Has The Time says that there is a whole body of research around what’s called “the mental load” that women disproportionately bear.

“It’s all of the stuff that you have to keep in your mind. It’s just an explosion of details and logistics and planning and organizing. And it’s not like laundry that you can see when it’s done. You only know when people haven’t done it, if it falls apart or where somebody has an emotional meltdown,” Brigid said. “Part of the mental load is also this emotional labor, taking everybody’s emotional temperature, making sure everybody is feeling heard and getting their needs met. It can be absolutely exhausting. And when people don’t see it and don’t recognize it and don’t value it, it can be very demoralizing.”

The levels of emotional labor during the pandemic have skyrocketed. Employees are always parenting now, and moms are always working. Researchers at the Council on Contemporary Families found that the number of couples who reported sharing housework had grown by 58 percent during the pandemic, from 26 to 41 percent, and while that increase is notable, we’ve still got a way to go. According to Boston Consulting Group, women are tackling 15 hours more of domestic labor per week than their spouses, and a United Nations policy brief on the impact of COVID-19 on women warned that “even the limited gains made in the past decades are at risk of being rolled back.”

To keep things moving forward, we need to look at the opportunities the current state of affairs presents, discover ways we can reshape the workplace to be more supportive, and look at how that will impact families and gender equality. While labor inequalities in the household have been problematic, they’ve also oftentimes started conversations – at home and at work. In a survey recently conducted for Catalyst, 71 percent of working people said they believe COVID-19 will have a positive impact on gender equality in the workplace. In the same survey, 39 percent of people said they see their company “taking steps after the pandemic to enhance gender equity as a priority in the workplace.”

Flexibility should now become a built-in feature of how we work, for women and men, and that doesn’t just mean remote work. Alison Goldman writes in The Lily that flexibility can also mean a four-day work week, or shifting work hours (especially now), and moving forward to better accommodate the difference between office hours and school hours, or the “child-care crisis between 3 and 5 p.m.” She also quoted Manon DeFelice, founder and chief executive of Inkwell as saying, “There’s a whole spectrum of what flexibility can be, and I think it’s up to the company to decide for each role what they’re willing to allow for in terms of flexibility and what those managers are willing to allow for that flexibility.”

Whether at home or in the office, and whether our kids go back to school or not, we need to remember that are connected more than ever before, and navigating these uncharted waters together. We can still support one another in the workplace; we can drop off groceries for a neighbor if we go out, or we can share resources and entertainment ideas for our children with one another. We can lean on one another virtually and should try to use electronic means to connect with another woman every day. Community matters. And most importantly, keep in mind that we are all struggling with this continued uncertainty. These are the times when we need to come together as a community to help each other through. Remember, we’re all in this together.

Change Can Create Opportunity for Women, Men and Business

work from homeThe COVID-19 crisis has not only changed the ways we live, work, and play, it has changed the way we earn, learn, and interact with one another. With states opening up, some business leaders are grappling with ways to keep everyone safe, while others are recognizing the benefits of keeping their workforce at home. As everyone adjusts to this current normal, the door is open to create flexibility in our workplaces that makes professional opportunities and work environments more equitable to women and men, and a more profitable new normal for business.

Big business is waking up to work-from-home opportunities. Walmart announced that tech workers don’t have to return to the office anytime soon — or potentially, ever. The decision follows Twitter, which recently told employees that they can continue to work from home “forever” if they’re in a role that allows it. Facebook’s CEO Mark Zuckerberg also said the company is ramping up hiring remote workers and predicts that 50 percent of its employees could be working remotely within the next five to 10 years. Google has also announced that workers who don’t need to be onsite can extend their work-from-home arrangement until the end of the year.

The work-from-home forever response to COVID isn’t limited to the tech sector. Studies find that as many as half of those employed before the pandemic shifted to working remotely and at companies where remote work is possible, many now expect it to continue for quite some time. So, whether your desk doubles as the dining room table for the rest of the summer or beyond, at three months and counting, remote work isn’t going anywhere, anytime soon.

This is fortunate as many are thriving in the current workplace setup and are hesitant to return to the office. According to Gallup, three in five U.S. workers who have been doing their jobs from home during the coronavirus pandemic would prefer to continue to work remotely as much as possible, once public health restrictions are lifted. In contrast, 41% would prefer to return to their workplace or office to work, as they did before the crisis.

What Do These Changes Mean for Women?

While many women have long wanted the flexibility that included part or full-time work-from-home, the COVID-19 version isn’t an option they would choose but is one they must endure. Work-from-home coupled with the continued dangers of the pandemic is isolating and hard on those who live alone. Those with children also find it more difficult because of COVID-19, as their supports are shut down and they’re juggling work, childcare, home schooling, and more.

New evidence from Lean In found that since the shutdown, more than half of all women are struggling with sleep issues. Far more women than men with full-time jobs and families say they have more to do than they can possibly handle. This is resulting in increased stress in women’s personal and professional lives. However, men are noticing. While women are juggling as fast as they can, men’s COVID experience of balancing unpaid work with paid work is eye-opening. In fact, a recent study on working parents found that twice as many fathers as mothers described caregiving during the lockdown as extremely difficult and 38% very strongly agreed that they should be doing more of the unpaid work at home.

Harvard Business Review predicts how this might play out for women’s equity, “Because men vastly outnumber women in senior leadership roles in most organizations, this is a golden opportunity for men-as-allies to purposefully leverage their newfound experience balancing teleworking and domestic partnership to truly move the needle on full gender equity. As organizational change agents, male leaders must demonstrate vision, courage, and genuine collaboration with women to rework policies, practices, and systems in order to create a new normal in our post-pandemic workplace, as well as in society more broadly.”

It’s time for these male leaders to become our allies and partner with us to advocate for change and flexibility. These past weeks have proven that work-from-home options are not only viable, but preferable for many, and with the return of societal supports, could be exactly what women need to shake up the traditional five-day-at-work model that comes with the “Motherhood Penalty” we’ve tried to eliminate for so long. We need equitable sick leave, and for our male counterparts to do their fair share when it comes to taking sick kids to the doctor or staying home with them. Of course, we still need affordable childcare too.

This time of great change creates an ideal opportunity for us to level the playing field and make gender equality a key feature of the new normal. Moving forward, women and men need to work together, and employers need to seek ways that blend work and family to maintain high-performing employees, economize of the cost of high turnover and physical office space, and reap the rewards of talent in the right places. We’re all in this together and if we all want to benefit from these difficult times, we need to support one another, be clear with our intentions and look for ways to change crisis into the kind of opportunity in which everyone wins.

Lessons from the Stay-at-Home Order

Work From HomeAs coronavirus cases continue to stack up worldwide, women from every walk of life are having to adapt, rethink, and learn to lead in entirely new ways. COVID-19 knows no borders and refuses to recognize the status quo. “Normal” has been suspended and we’ve traded in our commutes and corporate meetings for working from our kitchen tables while simultaneously homeschooling our children. Or we’re scrambling to find childcare and new supports while we head out to our “essential” jobs.

While some of these changes feel extreme, others feel like a gift.

With the incessant media reports on peaks, flattening curves, and downward cycles, the calls to “open up the economy” and “get back to normal” seem deafening. And while normal – with all of its non-essential wonders – sounds like a great idea, there are parts of the new normal in our stay-at-home worlds worth keeping.

Flexibility

It’s long been known that working remotely benefits women. It takes two of the biggest pieces of a woman’s life – work and family – and makes them fit. If you’ve been told that your workplace does not support remote work, yet your laptop has been pinging nonstop since the stay-at-home measures began, it’s obvious that your workplace can support it – at least part time.

Beyond the constraints of the coronavirus, flexibility needs to work, and provide a path to leadership. As we’ve written, “People with adaptable work environments – both men and women – tend to have healthier habits with time for both self-improvement and family and friends, which makes them more productive and efficient when they work. Flexibility doesn’t just benefit women’s work performance. Research has looked at more subjective areas affected by schedule flexibility, including people’s happiness and satisfaction. Studies show that when people can choose to do things, like take their kids to school, sleep in or help their spouse that they’ll enjoy better relationships, a better quality of life, and be happier with their employment.” In other words, some of the benefits you may be experiencing now, could also have a positive impact on you in the future.

Moving forward, employers need to consider making work and family continue to mesh to maintain high-performing employees. Many women, who started out with all the ambition in the world, find themselves stuck in a place they never expected to be. They do not choose to leave their jobs and they are shut out of upper management by the refusal of their bosses to allow them to fit their family life and work life together.

Connections

While the majority of us have been at home following state and local mandates, many are actually feeling more connected to neighbors, friends, and distant relatives than they did before the coronavirus. We are reaching out to one another, and making frequent connection a priority through increased phone calls, Zoom happy hours or lunch dates with friends, or via social media.

We’re also tapping into our local communities and neighborhoods in new ways. From mutual aid groups on Facebook, to neighborhood apps, we’re supporting one another, and helping where we can. Live music, arts, and entertainment are also bringing us “together” on various live streams, and we’re not only able to enjoy the performances, we’re able to support our favorite artists.

Then there’s the fact that we’re spending more time with our immediate family than we probably ever have. And while that can be stressful (some days VERY stressful), it can also be rewarding. We have the opportunity to re-connect with our partners, and while we may not have ever intended to homeschool our children, being there for their activities and setting routines in the new normal can benefit them, and you. Whether working on projects together or going on neighborhood “bear hunts” there are plenty of ways to engage with one another and make the most of a difficult situation.

As we start to look at ways to get back to normal, now is a good time to prioritize and define what “normal” should look like. Right now, we have something that is often elusive – time. Spend some of it framing what the next phase looks like for you. Will you work smarter, not harder? Push for increased workplace flexibility? Will you try to spend some of your week working remotely? Will you reframe your ideal work/life balance? Will you continue to prioritize connections with your nearest and dearest, and community at large? We’re all in this together and if we want to benefit from these difficult times, we need to support one another, be clear with our intentions and Look for ways to change crisis into opportunity for a work-life balance that fits us–perfectly.

To Get More Women in Leadership It’s Time to Take The Lead

The Power Up Conference Cover“When women support one another, we can create massive ripples of change that create better lives for everyone.” – Gloria Feldt

Over the past five years, the number of women in senior leadership has grown. Still, women continue to be underrepresented at every level. Why? For starters, women are less likely to be hired and promoted to manager. In fact, for every 100 men promoted and hired to manager, only 72 women are promoted and hired. As a result, men hold 62% of manager-level positions, while women hold just 38%. The number of women decreases at every subsequent level, reducing to a minuscule 5% at the CEO level.

That’s where organizations like Take The Lead Women can create real change. Designed for women ready to take ownership of their careers (and lives), Take The Lead gives women the tools they need to up their game with 9 Leadership Power Tools courses, 50 Women Can Change the World programs, Virtual Happy Hours, leadership coaching and much more.

This week in Scottsdale, Arizona, Take The Lead celebrates progress with the Power Up Conference: 50 Women Can Change the World 2.0, spotlighting their work to teach, mentor, coach, invigorate, and inspire women who are committed to owning their power and using their voice to become influential leaders of change. The conference will offer two full days of learning, and participants will experience extraordinary leadership development including workshops, panel discussions, lightning talks, accelerated roundtable discussions, and networking.

Dr NancyTake the Lead was founded in 2014 by Gloria Feldt and Amy Litzenberger, with the bold mission to reach leadership gender parity by 2025. That’s 70 to 150 years faster than the prevalent projections. Gloria is certain that this is the moment when a quantum leap to parity can occur. She is convinced that through Take the Lead’s uniquely effective programs, based on solid research and measurable results, women will embrace their phenomenal power to lead with purpose, confidence, intention and joy – without fear or apology.

Dr. Nancy currently serves as Take The Lead’s board chair, and Women Connect4Good, Inc., which supports women helping women networks, is proud to support Take The Lead and help them equip women with the tools they need to achieve parity by 2025.  That partnership not only advances women into leadership positions across all sectors, it proves our power   to transform women’s leadership when we work together.

To learn more about Take The Lead and the upcoming Power Up Conference, go to www.taketheleadwomen.com.

How Male Allies Can Help Women Advance and Why They Need To

Male AlliesMen have an increasingly important role to play when it comes to helping women advance in the workplace. When asked directly, most men say they support gender equality, so why is progress moving so slowly? Study after study examines the perspectives and company policies that stand in the way and offer insights and strategies to help women’s advancement. Lean In and McKinsey & Company’s latest Women in the Workplace report shows that while we are making progress in some areas, companies need to stay focused on efforts “earlier in the pipeline” to make real progress, and that’s where our male allies can often help women most.

Many successful women say their best mentors and allies have been men, since there are so few women in the C-suite and upper management. We advise in the book, In This Together, that we can best engage men to help us advance when we, “Look for a man who can turn his good intentions into lasting change if women will tell him truthfully and openly the ways gender equality has affected them, has shown through his words and actions that he is committed to gender equality, is willing to have the difficult conversations on your behalf when you’re not in the room, and is willing to mentor and sponsor women to create opportunities for female leadership within your company.”

Do men like this actually exist? Yes, in fact there are actually quite a few of them when you know what characteristics to look for. Once you identify such a man, ask for his help, tell him what you need from your own perspective, and expect and believe that he will help you.

While there are a number of ways that male allies can help women advance, Susan Madsen, Women’s Leadership Thought Leader from Utah Valley University, recently wrote in Forbes that simply recognizing women’s contributions can be a good place to start. In a recent survey she found that women mentioned, “how powerful it was for men to recognize their work and ideas even in private settings; it mattered when men truly listened and acknowledged the value women brought to their organizations.”

Madsen and her colleagues April Townsend and Robbyn T. Scribner recently published a scholarly article in the Journal of Men’s Studies, titled “Strategies that Male Allies Use to Advance Women in the Workplace.” While researching, the three explored a number of important actions that seem to be making a difference. Besides recognizing women’s contributions, they also found that providing honest, accurate and specific feedback also helps. The largest study of its kind, women reported that strong male allies did not hesitate to give praise or correction when needed, and that feedback is critical for advancement. While it may go without saying that men can become stronger allies when they learn more about — and then challenge — gender discrimination in all forms, the researchers found that one of the most important ways that men can help women in the workplace advance is simply by supporting and changing HR processes and procedures. In fact, the men in the study placed company policies about inclusive hiring, family leave policies, etc. as more important than women.

There are so many ways that our male allies can help women advance. They are a great and necessary resource for creating opportunities and helping us step into leadership roles. We must engage their help to change the status quo and make a real, daily commitment to support a more balanced, diverse and successful management and workforce. That’s how we’ll reach gender equality in leadership. We can do it best when we (women and men) work together.

Push Her Forward and Vote Her In

Rebecca Sive

Rebecca Sive

Rebecca Sive was raised to work hard, get educated and in turn, teach others. Most of all she was raised by parents who thought it was important to advocate for democratic values and help get people elected to create equal opportunities and fairness for all. Since the 2016 election, and the subsequent Women’s March, Rebecca has been inspired to increase her advocacy for women and write her newest book, Vote Her In: Your Guide to Electing Our First Woman President.

#VOTEHERIN

Vote_Her_In_Book_CoverConvinced that the time is now, Rebecca points out that a woman already got elected to the presidency by the popular vote. A fact she uses to make the case that the American people, both men and women, are ready for a woman president. In Vote Her In, she helps women – especially those who did not vote for the woman for president – see how they actually voted against their own interests.

Rebecca explains that the road to better health care, improved child care and education for all is by electing a woman president. Women understand the need for these things, which is why it just doesn’t make sense to vote for someone who does not address the issues in their policies. She also explains the ways that a woman president would help women reach parity sooner, first by demonstrating the ways that women make great leaders, and second through policies to promote equal pay and status in the workplace.

“When A Woman Leads, Everyone Wins.”

Women are proving that they can lead every day. In fact, as a result of their leadership, companies are more profitable, and policies are more beneficial to all.  Originally recorded in October, 2018, Dr. Nancy asked Rebecca who might run for president and Rebecca pointed out that women have been running and winning for years. Although only one-fifth of the Senate are women and there are only six governors, there are a number of women who have executive experience. She predicted that after the 2018 mid-terms, a pool of women would start to throw their hats into the ring. Early next year (2019), they will begin fundraising and announcing their intentions for 2020.  She predicted that regardless of where you stand ideologically or politically, you will have a choice and begin to see women leaders speaking out. (Rebecca was absolutely right. At this update, the field of six women running for President has thinned to four, but that’s still more than ever before at this stage of the campaign.)

In the second part of Vote Her In Rebecca encourages women to get behind the woman they choose and help her get elected. This how-to section of the book gives readers advice and direction for how to engage with the political process and push that deserving woman toward the presidency. Rebecca says women do it all the time. We lift each other up and help one another achieve our goals. We can elect a woman president and the country is very ready for it.

Listen to this interview for more inspiring comments and insights. Check out Rebecca’s website and get her book. Use #VOTEHERIN whenever possible and get this movement moving. If all of us push together we can Vote Her In!

 

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