The pressure faced by women during the COVID19 pandemic comes from multiple sources. New research from Deloitte Global shows that for many women, the pandemic is the confluence of a series of events, that is, their increased workload at work and at home. Many are at a tipping point, and the labor force is at a record high. But there is a glimmer of light in the gloom: Research has found that employers who provide women with culture and support to help them succeed have more efficient and motivated workforces and may report higher retention rates.
A thoughtful Indian businesswoman looks away and thinks about the solution to the problem
Before the pandemic began in early 2020, gender inequality prevented women from entering the workplace, and women around the world earned 81 cents for every dollar earned . [I] More than a year. Later, the epidemic is likely to exacerbate this gender gap, because it has a major impact on women’s mental health, career, and aspirations.
A perfect storm
According to the new Deloitte Global report “Women @ Work: A Global Outlook,” the report reports the results of a survey of 5,000 women in 10 countries. Almost 80% of women said that due to the pandemic, their workload has increased, and 66% of women say they take on more responsibilities at home. Research also shows that the pandemic poses greater challenges for LGBT + women and women of color, and they are more likely to report lower levels of mental health and work-life balance.
“Women are facing a ‘perfect storm’, their workload is heavier, their responsibilities at home are heavier and the line between the two is blurring. They continue to experience non-inclusive behavior in the work environment, despite this. The negative impact on recipients is understandable, but many people do not report this to their employers, “said Emma Codd, Deloitte’s director of global inclusion.
Along with the respondents’ perception that employers were not supportive of work-life balance during the pandemic, these inequalities led many women to make difficult decisions about whether to continue working or to quit their jobs altogether. According to a Deloitte Global Report, less than half of women are satisfied with their current jobs compared to before the pandemic, and 51% of women are less optimistic about their career prospects. In fact, 23% of people are considering leaving the labor market.
What are the main reasons women consider leaving their current employers? Lack of balance between work and life. Only one in five women surveyed believed that during the pandemic, their employer helped them establish a clear line between working hours and personal time. This is also reflected in the main reason women consider leaving the workplace altogether: higher workload.
Even if women take measures to alleviate their situation, many people still regard it as a negative impact. Nearly half of the women interviewed (and two-thirds of single mothers interviewed) had to adjust their working hours due to increased working hours. Care The employer is responsible for saying that they believe this has had a negative impact on their relationship with their employer.
A harsh reality
In addition to the additional responsibilities and stress at home due to COVID19, women continue to face intolerant behaviors at work. Even in remote and mixed workplaces during the pandemic, most of the women surveyed stated that in the past year, they have experienced non-inclusive behaviors in the work environment, never unwanted physical contact and gender-specific behaviors. Derogatory comments, to questions about your judgment.
In fact, for 34% of women surveyed, the frequency of reporting such non-inclusive behavior has increased since the beginning of the pandemic.
“This reveals a harsh reality: non-inclusive behavior transcends the traditional’four walls’,” Codd said. “In the final analysis, these behaviors come from a culture in which non-inclusive behaviors are allowed to be uncontrolled, and women are unwilling to report these behaviors safely and confidently, whether they occur in person or through a computer screen.”
LGBT + female And women of color are the most severe. According to a Deloitte Global Report, during a pandemic, women of color are three times more likely to receive comments about their communication styles than other women, while LGBT+ women are nearly four times more likely than other women.
“The pandemic has exposed long-standing cultures in which many women in these groups not only suffer from non-inclusive behavior, but also feel unable to do anything without worrying about professional punishment,” Cod said .
Winning Women Back
The good news is that it is still possible for employers to reverse these frustrating trends and make sustained and significant progress in gender equality at work. Deloitte Global’s report shows that women working in companies that provide an inclusive work culture: women are more confident to report non-inclusive behaviors, feel supported by their employers in terms of work-life balance, and they believe their professional development will improve. accomplished— Report better mental health, motivation, and productivity, and be more loyal to your employer. It’s worth noting that they are more likely to have worked for their current employer for more than two years.
This is a critical time when employers understand what women need and begin working to restore gender equality in their organizations.
The study allowed Deloitte to identify a series of actions that employers can take to make significant progress on gender equality. These include embedding a truly inclusive culture, achieving a better work-life balance by transcending policies, demonstrating visible and measurable leadership commitments, and providing meaningful development opportunities.
“Only when women experience inclusive’day-to-day’ workplaces in virtual or in person, meaningful actions support statements about the importance of gender equality, and when goals are established and progress is measured in these places, significant and sustained Change”, Cod. He says.
Action is the key, but culture is the key
“This inclusive’day-to-day’ culture is essential for the organization to make meaningful progress. It not only helps women feel able to raise concerns when experiencing non-inclusive behavior, but it does so Not always

By Peter

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