Support women employees at this time: 4 best practices
The coronavirus pandemic has disproportionately negatively impacted women workers. Study after study confirms it. And that can prove costly.
Millions of women left the workforce to stay home with the kids. Or the service industry laid them off.
Employment experts say we’ll feel women’s mass exodus from the workplace for years to come. And it will set back progress on equal pay.
It’s more critical than ever your company not just stand by as women exit the workplace. If your company is seen as male-dominated, it can open itself up to costly gender discrimination claims.
These best practices can ensure your company supports women workers and offers them the tools they need to succeed right now:
Evaluate folks’ output not attendance
When working remotely, women tend to have family responsibilities fall on them more than men. So while male employees may be able to work uninterrupted all day, female workers may not.
To support women employees, be sure supervisors don’t penalize female workers if they can’t attend every Zoom meeting or if they work odd hours. Focus on productivity over availability.
Conduct exit interviews for women workers
What’s pushing women out the door? Ask them. Encourage your people to be frank about why they’re leaving.
To be more proactive, have HR conduct anonymous surveys before people start to leave.
Offer paid sick and family leave programs
Your company can benefit financially and still support women employees. The latest COVID-relief package extended the tax credits for periods of leave taken through March 31, 2021.
For additional info on how to take advantage, check out IRS’s recently-updated FAQ list.
See the problem lies with the system, not the women workers
Instead of wasting time and money training folks on time management, form policies and practices to support them in the way they need. Women want to be able to balance their jobs with childcare responsibilities.
Your company can help them do so before they’re forced to leave.
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