While the pandemic is likely to remain with us in some form going forward, the past two years have led to a profound shift in the way that we think about work and the future of work. I believe business leaders can seize this opportunity to lead the way to drive systemic change, by challenging outdated beliefs and behaviors, and building an equitable future for their employees.
Diversity, equity, and inclusion need to be prioritized at every level of the organization and they are imperative elements of a successful business strategy and resilience.
Narrowing in on gender equity, our 2021 Women @ Work: A global outlook report found that the pandemic had disproportionate effects on working women, since they have taken on more responsibilities both at home and at work while not receiving adequate support from their employers.
The report found that women are more stressed and pessimistic about their careers than before the pandemic — as many as 51% are less optimistic about their career prospects than they were before COVID. We also see that the pandemic has negatively impacted women's well-being and relationships with their employers, and that longstanding non-inclusive workplace cultures also continue to be a roadblock to their career progression.
That being said, there are specific steps that organizations can take to strengthen their relationship with their female workforce and not lose top talent. First, the report found that leaders that get it right work to create and maintain an inclusive everyday culture, where non-inclusive behaviors are not tolerated, and where women feel able to raise concerns without fear of reprisal.
Second, they exemplify and enable work-life balance and normalize flexible work. Third, they demonstrate visible leadership to the issue, which includes setting targets for gender representation at the senior level. Fourth, they provide avenues for career growth by offering better learning and development opportunities and stretch projects.
And finally, they enable success both at work and life outside of work by providing the necessary support, such as mental health resources or even short-term sabbaticals to allow employees to pursue other interests.
Organizations need strong leaders that prioritize diversity, equity, and inclusion in their policies and culture and provide tangible support for the women in their workforces. Doing so will not only advance gender equity in their workplace, but will also fortify the organization against inevitable future disruptions.