Award-Winning B2B CMO | CMO at Limeade | HR Futurist | D&I | Content Producer | Best-Selling Author | Keynote Speaker.
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We are in the midst of the "Great Breakup." Since the start of the pandemic, women have left the workforce in droves, and according to Deloitte's Women at Work 2022 report, they’re returning to the workforce at a much slower rate. With outrageously high childcare costs, caregiving responsibilities and trying to balance it all with work, women have become burned out. For the women who remain in the labor market, it has not been an easy feat.
We know the important role women play in the workplace. They’re more empathetic and inclusive. In senior leadership positions, they create less gender discrimination and are committed to assisting employees with career development. However, that is not the experience women are having.
Instead, women are significantly underrepresented in leadership, dealing with microaggressions and doing a majority of the work in supporting employee well-being in the workplace. Before they reach their breaking point, how can organizations support the women who work for them?
Put well-being first.
Women are essentially expected to work a triple shift. The first shift, working outside the home, is often followed by the second shift, which is taking care of the home. The third shift refers to the work of caring for parents, volunteering or other endeavors.
The last 18 months have been particularly trying for women in this position. According to the National Alliance for Caregiving, 9.5 million Americans are taking care of their elderly parents and dependent children, and are responsible—physically, emotionally and financially—for simultaneously caring for both. A whopping 61% of those caregivers are women. For corporate women, juggling work and family tends to lead to higher burnout, fatigue and lack of ambition.
Women have been conditioned to power through their needs instead of focusing on them. Now is the time to change that. If employers want to see an increase in engagement, allow time for well-being activities during the workday.
Encourage employees to step away from their computers for 30 minutes or more each day to focus on their mental, emotional and physical well-being with stress-reduction activities like walking, meditation or yoga. Offer employees flexible work schedules that allow them to start late or leave early to better align with school schedules or appointments.
As the World Health Organization (WHO) put it: “The health, well-being, and needs of half the world’s population cannot be treated as an afterthought.”
Find community in the workplace.
With female representation in senior-level leadership low, women need support and resources to help them hone their leadership skills and connect with mentors who can guide them along their road to career advancement. They need a community.
Workplace Employee Resource Groups (ERGs) are a perfect way to focus on the needs of specific segments of the employee population. They're a safe space for employees to share their experiences and be supported by peers. Having ERGs for women also opens up organizations to more diversity and inclusivity.
For example, Limeade, an immersive employee well-being company, offers a Womxn ERG. This is a group of LimeMates, regardless of gender identity, dedicated to empowering one another in work and life and actively engaging women in the Limeade present and future. Limeade Womxn brings relevant and timely content that impacts LimeMates’ lives to the table for discussion.
If your organization doesn’t have an ERG for women, consider starting one as a way for women to find a supportive community. Also, consider mentor programs that pair women with more senior female leaders.
Be a supportive leader.
Being an active leader who shows support is a huge factor in reducing stress on the job for women. When managers and leaders model flexible work practices, are open about their own well-being practices and their own mental health, and set boundaries for work and life, women will feel more inclined to do so.
Employers can’t afford to continue to lose out on the diversity and inclusion that comes from hiring and promoting women. Women increase diversity, inclusion and belonging in the labor market, and if organizations want to continue to hire the best talent (and retain them), normalize supportive work environments for women.
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