Your Career

A Hybrid Return to Work May Be the Best Approach

Hybrid_Return_to_WorkAfter a year and a half hiatus, many offices were on track to open up in the coming months. While the current rise of the Delta variant of the COVID-19 virus has scuttled some of those return to the office plans, many companies are pushing ahead and getting ready to welcome their workforce, ready or not, and get things back to normal. However, the new normal for many may not include long commutes, dry cleaning bills, desk drive-bys, and meetings for meetings’ sake. Instead, it may include a newfound work-life balance, the flexibility that many have come to depend on and the decreased need for childcare, not to mention increased personal time, money and time savings, and an improved quality of life.

According to recent surveys by Deloitte and McKinsey, as many as 1 in 4 corporate women have said they are considering downshifting their careers or leaving the workforce altogether. Deloitte also found that nearly 3 in 5 women planned to leave their employers in two years or less, and they cited a lack of work-life balance as their top reason for wanting out.

That lack of balance is further supported in a new study by Perceptyx, an employee listening and people analytics platform, which found that compared to six months ago, 48% of women are less likely to want to return to their physical workplace full-time. The study also reported that women are not alone. In fact, roughly 24% of both women and men would prefer to adopt a hybrid working arrangement after COVID-19. Men, however, intend to spend 3-4 days per week in the physical workplace, whereas women intend to spend only 2-3 days per week. In addition, recent Gallup data shows that 10 million Americans are projected to be seriously considering the move to freelance to hold on to their newfound flexibility.

If the pandemic has taught us anything, it’s that work from home is not only possible, it’s preferable for many of us. Productivity stayed high, and in many instances improved. In fact, one study estimates the work-from-home boom will lift productivity in the U.S. economy by 5%, mostly because of savings in commuting time. That means, when it comes to returning to work, it doesn’t have to be all or nothing. A hybrid approach may be exactly what’s needed to appeal to those on the fence and serve as a way for employers to stop talent loss and improve their bottom lines. In a recent survey of 1,000 adults conducted in February by the workplace technology company Envoy, 48 percent of those surveyed said they wanted a hybrid schedule, of in-person and remote work, with 41 percent saying they were even willing to take a small pay cut to make that happen.

While the hybrid approach may serve to keep some women in the workplace or entice those that have left to return, it could also have an impact on women’s progress. Susan Lund, a partner at McKinsey and leader of the McKinsey Global Institute recently told NPR that, “for companies going down this hybrid approach, there are a lot of pitfalls to watch out for. And one is that you end up with a two-tier workforce, that the people – it’s always the same people in the room making the decisions and other people are on Zoom or video conference, and that those on video conference end up being passed over for promotion, not considered for different opportunities because they’re not there. So companies are being thoughtful. The ones who are pursuing some kind of hybrid approach are thinking through these issues. And how do we avoid that to keep a level playing field?”

SHRM reports that Prudential Financial, Citigroup, Google and many others have been paying attention to what their employees want, and are not only looking at the hybrid model, but also looking at other work-practice changes meant to support a healthier work-life balance. These changes, especially coupled with access to paid leave and childcare, can go a long way towards keeping women in the workplace full-time, rather than dropping to part-time or leaving the workforce entirely.

A successful hybrid model is, however, a balancing act, and will require a lot of attention and communication, especially in the initial stages. Tsedal Neeley, a professor of business administration at Harvard Business School and the author of Remove Work Revolution: Succeeding from Anywhere, is optimistic, and recently discussed the many issues that are coming up as the nature of work changes with Recode and said, “Guidelines and the policies will settle. Competencies around flexible workplaces will rise. Individual managers will level up to figure out how to lead a distributed workforce. People will be more agile with using digital tools, so things like tech exhaustion will go away. After people experience the hybrid format, they will settle into a rhythm that really works for them. And I think that we’ll see more remote than in-person days.”

Ultimately, we need to make work work for women and make a return doable. Those who plan to continue working from home, whether in a hybrid or full-time capacity, must be proactive and regularly connect with management, as well as sponsors and mentors. They also need to establish clear performance expectations and understand measures necessary in the new-normal to achieve advancement and promotions. Collectively taking action on every level is crucial to get and keep women employed and in the pipeline for advancement, and if a hybrid model is how we make that happen, we need to look for ways to define and embrace it. 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 redefine the workplace now, and after this crisis passes.

Why We Must Help Women Get Back to Work

Back_to_WorkIt should be obvious why we must help women get back to work. The past 16 months have illuminated women’s fragile hold on the delicate balance of income-producing work and unpaid work at home. COVID-19’s devastating effect on the world has especially impacted women. In the US, women lost more than 5 million jobs between the start of the pandemic and November 2020. V, formerly Eve Ensler, writes in The Guardian, “Because much of women’s work requires physical contact with the public – restaurants, stores, childcare, healthcare settings – theirs were some of the first to go.”

The pandemic has intensified women’s existing challenges exposing the systemic inequalities that threaten not only women in the workplace, but our continued ability to thrive. V also writes that “Covid has revealed the fact that we live with two incompatible ideas when it comes to women. The first is that women are essential to every aspect of life and our survival as a species. The second is that women can easily be violated, sacrificed and erased.”

Many governmental and private organizations are scrambling for optimal ways to respond to the pandemic’s damaging effects on women. As the pandemic restrictions ease up and people begin to return to work, many women remain on the sidelines. In fact, there are 1.8 million fewer women in the labor force today than before COVID, and with widespread labor shortages, labor economists are worried.

Stephanie Aaronson, a senior fellow with the Brookings Institution recently told NPR that the reason for so many women remaining unemployed is due to a complex mix of factors. “Some of those could start to subside as the economy recovers, and jobs come back, and schools reopen, and the health situation improves.”

“But a return to pre-pandemic levels could take a long time, in part because women tend to stick with the decisions they’ve made.” Aaronson says. “A mother who decided to stay home with her children in the pandemic may end up out of the workforce for years.”

That’s not good for the economy or the future advancement of women. According to the National Women’s Law Center, it will take 28 straight months of job gains to get women back to where they were in the labor force before the pandemic started. The US Chamber of Commerce recently reported that “there were a record 8.1 million job openings in the U.S. in March 2021 and about half as many available workers for every open job across the country as there have been over the past 20 years.” The Chamber calls the crisis “the most critical and widespread challenge facing businesses.” And its President and CEO, Suzanne Clark said that “keeping our economy going requires we fill these jobs.”

Minneapolis Federal Reserve President Neel Kashkari recently told CNN getting people – especially women – back into the labor force is key to keep the recovery going. “We have to find a way to bring [women] back to work. This is about our economic potential. It is certainly about fairness about women and families. But it is also about our economic potential as a nation.”

The question now is, how can we best support women and help them get back to work? While access to affordable childcare, paid parental leave, and flexibility may be the obvious answers, there is more we can do within the workplace to change the corporate culture and make a return more manageable and appealing to women. Jewelle Bickford, Sandra Beach Lin and Ellen Kullman, founders of the Paradigm for Parity Coalition, recently wrote in Entrepreneur that many of the problems we’re facing now are tied to trends that existed long before COVID-19, from disproportionate home care responsibilities to greater representation in low-wage employment, to long-standing gender inequalities in corporate leadership.

To reverse those trends and make a return doable for women, Bickford, Beach Lin and Kullman recommend we should engage in unconscious bias training to understand, own and address both conscious and unconscious biases that prevent women from succeeding. They also recommend that we increase the number of women in senior roles – which makes perfect sense because when women advance, they tend to take other women with them. The writers also recommend identifying women of potential and providing them with sponsors, mentors, and the tools they need to advance and succeed.

Ultimately, we need to collectively take action on every level to get and keep women employed and in the pipeline for advancement. And we need to think big-picture and develop plans to regain the progress we have lost during this crisis. By fixing the conspicuous inequities in the system that have always held women back, we can emerge from this crisis stronger than ever and finally get women back to work in leadership positions that don’t get erased during the next disaster.  Equity for women creates prosperity and stable system that is able to weather future crises in ways that protect us all—men and women—together.

 

9 Leadership Power Tools to Advance Your Career

Take_The_LeadImagine your ideal leadership role where you – and the you who you’ve always known you were meant to be – can fully thrive – using a combination of only nine tools. Well, imagine no more…Take The Lead’s 9 Leadership Power Tools to Advance Your Career [online course] is back!

Take The Lead prepares, develops, inspires and propels all women of all diversities and intersectionalities to take their fair and equal share of leadership positions across all sectors by 2025. The 9 Leadership Power Tools course teaches participants nine very specific, female-oriented tactics that allows you to find and channel your inner strength and power.

Gloria Feldt, author of No Excuses: 9 Ways Women Can Change How We Think About Power and cofounder and president of Take The Lead, says that the 9 Leadership Power Tools course is not your typical leadership program, but is “more introspective because I believe the best leaders know themselves well. They know their value in the workplace and their personal values. So they can embrace their power with authenticity, confidence, and joy. They also get the skills to thrive in the workplace culture as it is while changing it to be more inclusive and equitable.”

Participants can expect to gain proven, real-world, and actionable tools – and the accompanying mindset – to accomplish your goals and thrive in any profession, at any career level. You will also learn to break out of negative patterns in order to elevate your intentions. Then, hone the practical skills needed to be a highly successful leader, aligning your career and values, and leave behind the Imposter Syndrome and take the lead, boosting your confidence, authenticity, intentionality and joy.

“You will reframe power and embrace power you never realized you have,” Gloria says. “That in turn will release your energy to choose power over fear and identify exactly how you want to use it so you can lead and live without limits.”

The course includes 13 modules covering all 9 Leadership Power Tools and skill-building exercises, a Strategic Leadership Action plan that can be immediately implemented, access to the #SisterCourage Community, a private community of other ambitious and like-minded women, and a Leadership Certificate proving you have the skills, intention and courage to lead change.

If you enroll today you also get several bonuses including 10 follow up “Power Sheets” emailed to you monthly to support your inspiration and motivation to achieve your goals, the opportunity to go deeper into the power tools with the 9 Ways Power Journal based on the bestselling book by Gloria, No Excuses: 9 Ways Women Can Change How We Think, full access to the Kajabi community where Gloria Feldt herself will answer your questions weekly, bonus downloads and videos to enrich your learning, and the opportunity for discounts on additional coaching.

Click HERE to learn more or to reserve your spot today.

How to Help Women To Be More Powerful

Linda Rendleman

Linda Rendleman

ENCORE from December 2018

Linda Rendleman is the ultimate supporter of women’s work and lives and breathes her daily mantra, “Be the miracle in your own life.” She has won numerous awards for her writing and speaking, including, “The Torchbearer Award,” the highest award is given to a woman by her home state of Indiana for making a significant difference in the lives of women everywhere. Her reach stretches to Kenya, where her Women Like Us Foundation launched The Women’s Micro-Enterprise Program, which helps women survivors of sex trafficking or domestic abuse gain a sense of community through which they can help each other acquire new skills and tools to earn their livings. In Los Angeles, Rendleman’s foundation has established a similar mentoring program for women survivors of sex trafficking, homelessness or domestic violence, called Women Like Us Achieve, which she hopes to expand throughout the U.S.

Tend and Befriend Is Linda’s In This Together FAV

Linda stressed how excited she is about the ideas she read in Dr. Nancy’s new book In This Together. She and Dr. Nancy have walked similar paths in their advocacy for women (since the days when women couldn’t get credit cards in their own name or birth control if they weren’t married) and she feels a tremendous reward at the momentum that is building for women. In reading about how women’s natural inclination in times of crisis is to “tend and befriend” instead of fight or flight, Linda said it expresses perfectly how she feels about women supporting other women. The mission of her Women Like Us Foundation is to support other women’s leadership, which forms the core of all her efforts and is the reason she co-produced the powerful documentary “Women Like Us. Three Journeys. One Mission. To Change the World.”  The film chronicles three women’s journeys facing adversity, growth, and evolution, and offers inspiration from powerful role models around the world.

Mothers and Daughters Support Women’s Empowerment Together

Linda’s daughter Catt Sadler recently quit her high-profile celebrity job at E-Entertainment when they refused to pay her a salary equivalent to that of her male co-host who was doing half the work at twice the pay. Besides writing a book about her own journey, Catt has joined Linda to speak to groups within the Time’s Up movement in support of women’s equality. Linda talked about how thrilling it is to work together with her daughter on the same initiative. Dr. Nancy told of her own pleasure speaking with her daughter Ragan in programs for women. It takes “in this together” to a new level when women from different generations share their own perspectives and work to increase women’s leadership.

Creating Solutions Through Women Like Us

Linda’s three books in the Women Like Us series tell stories and provide advice to help women recognize their leadership potential, learn why it is important for them to lead, and to become more powerful.

In her upcoming salon in Los Angeles early in 2019, a panel will discuss sex trafficking. Linda said her ambassadors have dubbed it a “hackathon,” which means the roundtable discussion will focus on finding solutions that communities can realistically enact to solve their sex trafficking problem. Linda has found that there is no community that is immune to the problem. It literally is everywhere.  Initiatives work to fix both sides of the problem: the high demand from sex customers and those who profit by enslaving others.

Find out more about how WomenLikeUs.org is raising funds for women’s gender equality and social justice initiatives, including opportunities to help in your own community. Listen to this podcast for more inspiring ideas from two women who have been working for decades on behalf of women and whose collaboration is the essence of being “in this together.”

Pre-Order Dr. Nancy’s new book

Linda’s ideas also appear in Dr. Nancy’s new book, In This Together: How Successful Women Support Each Other In Work and Life, along with thoughts, advice, and stories from 40 successful women across a variety of careers—from authors to actresses, CEOs, and professors—encouraging women to support each other in the workplace and in life. Learn about action plans on how all women can work together to break free from the binds of gender inequality? Then remember to pre-order your copy – and gifts for your friends.

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.

Unlocking the Power of Gender Diversity

Jenelle CobbIt’s a fact, diversity matters – from the front lines of the workplace to a company’s bottom line. According to a recent McKinsey & Company report, the link between diversity and company financial performance has never been stronger, yet while gender and ethnic diversity are clearly correlated with profitability, “Women and minorities remain underrepresented.” That diversity is key on the executive level too, and McKinsey’s research finds that “gender diversity on executive teams is strongly correlated with profitability and value creation.”

Unlocking the power of diversity for men and women, and overcoming barriers to leadership requires Jenelle Cobb’s special understanding of diversity dynamics. A former software executive turned entrepreneur and business coach, Jenelle works with business leaders as a coach and mentor with a focus on conscious leadership, empowering her clients to accelerate their impact, ignite their teams and make a difference in the health and well-being of everyone involved.

How does unlocking the power of diversity help men, and women? Jenelle said her experiences as a female in very male dominated industry led her to believe that most men don’t know what to do. It’s not that they’re not supportive, but no one has given them a language pattern or a set of standards or behaviors of which to aspire to, or to model.

Encouraging the dialog, and helping her clients leverage the power of their differences across their teams has shown her that diversity can help teams succeed and enable women to do their best work. Jenelle said, “I really care about the gender differences in the workplace and have realized that now I actually get to help men be part of the solution for this rather than blame or shame them.”

With two stepdaughters recently graduating and entering the workforce, Jenelle feels an increased urgency to create a better workplace culture and support everyone’s best work. That’s why she, and her stepdaughter Nikki, decided to put together the Gender Diversity Master Class. “In the Master Class we’ll be talking about diversity and inclusion, creating a more trusting work culture; we’ll talk about empowerment for women, leadership skills in general, and then lastly about male sponsors and allies, calling them out now more specifically than ever,” she said.

“I’ve learned a lot during the Master Class, and one thing was that everyone gets to be an ally. It’s not just men, and it’s not just certain types of men, it’s women and men together,” Jenelle added. “Whether you identify as male or as female, you have a role to play in your work life, as an ally, as a sponsor to someone else.”

Allies can make a big difference in terms of progress. As Dr. Nancy points out in her book, In This Together, “Asking men to help can create significant gains. In 2017 BCG released a sweeping workplace gender diversity study, ‘Getting the Most from Your Diversity Dollars’ that involved more than 17,500 participants in twenty-one countries. Exhibit 5 in the report indicates that 96 percent of respondents reported progress in companies where men were actively involved in gender diversity, compared to only 30 percent at companies where men didn’t actively promote diversity. That’s a huge difference!”

Jenelle agrees and finds that when you leverage the power of all of the differences – not just gender and ethnicity, but skillsets, points of view, work experience, backgrounds, and experiences, you are able to create a better solution or product in the marketplace. “There are more ideas behind it. It’s not a central idea that gets refined to a pencil point; it’s a collection of pens and pencils that all get looked at and discussed. When we start to leverage each individual’s own unique strengths instead of the strength of a single person or point of view, the product and solution just gets phenomenally better. A diverse leadership team delivers better on the bottom line.”

To access Jenelle’s FREE Gender Diversity Master Class, learn how to leverage the power of differences across your team, and empower women to do their best work, register HERE.

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.

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.

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