Many women are not returning to the workplace. Here’s how we can get them back.

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The pandemic has prompted hordes of women to leave the workforce due to family responsibilities. Many are not returning. Here’s what companies can do to give women the path to success they need.

As the US economy continues to recover from the pandemic and many businesses are looking for new workers, many women no longer see a place for themselves in multiple industries. according to National Women’s Law CenterWomen accounted for 46.4% of new jobs with 181,000 jobs in May 2022, yet they are still at a loss compared to the pre-pandemic job market in 2020. Women’s jobs now account for 88% of the 822,000 net jobs. The pandemic started.

Annual Women in the Workplace Report Lean In and McKinsey found that one in three women considered changing or quitting their jobs in 2021, compared to one in four in 2020.

So, what is the reason they are considering going back or not coming back?

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‘Motherhood Punishment’

Maternity punishment is a phrase coined by sociologists who believe that working mothers experience losses in pay, perceived ability, and benefits relative to women without children. Living through COVID-19 has exposed the many responsibilities of mothers. Many working mothers were forced to reduce or quit their hours altogether to balance work with childcare obligations, homeschooling and other caregiving roles. They had to choose between work and family, and maintaining any semblance of work-life balance often became practically impossible.

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Many childcare centers were closed during the lockdown – and early predictions have suggested the pandemic may be responsible for losing 4.5 million childcare slots. This makes it even more difficult to secure an already limited childcare arrangement, thus making women less likely to return to full-time work.

Many of these factors explain why so many women were mentally and physically exhausted in 2021, with 42% of women reporting that they feel burned out, prompting them to reevaluate their careers and lives. What do you want from

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Women are tired of the constant fight for equality

One of the reasons women leave the labor force is even further behind than in the past two years. The challenge of trying to walk upwards, get a better paying job and be recognized for their achievements is a battle that began long before the pandemic and left them exhausted and mentally exhausted by the relentless fight for equality Is.

It’s a simple fact: Women’s achievements in the workplace aren’t as consistently recognized as men’s, and women are paid less for their work. This is not a big reveal. Gender bias and inequality still exists in corporate offices and organizations. The constant struggle for change becomes overwhelming.

return to study by 2020 Lean Inn and McKinsey & Company, Only 89 white women and 85 women of color For every 100 men promoted to manager were promoted. And while women’s representation improved in 2020 – inequalities remain. Promotion to the managerial level is not the same for men.

Since 2016, these researchers have observed the same trend: Women are promoted to managers at much lower rates than menMakes it harder for companies to see progress among women in the workplace at those more senior levels.

But we also need to address the fact that women of color are at an even greater disadvantage. The report found that between the entry level and senior executive levels, Representation of women of color is reduced by 75%, As a result, women of color make up only 4% of C-suite leaders in the US.

Have gender equality laws in the workplace helped? Things have improved, but it is clear that women are still being ignored and given importance on the same playing field.

RELATED: Two out of five women considered quitting their jobs during the Covid-19 pandemic

Can we lure them back?

Many companies have found that having a more diverse workforce generally means they have a much more diverse skill set and are also more profitable. Senior level teams with gender diversity are 21% more likely to have “above average profitability” and are generally more engaged and productive.

Getting women back to work is not easy. The work environment may need to be modernized to help women succeed. For example, 78% of women say they need more flexibility to return to workA MetLife report found, and 73% want better career progression opportunities.

Investments by the US government in childcare could pave the way for working mothers to return to office. However, the offer of paid leave is also necessary to ensure a woman’s job security while raising a family. And while paid maternity leave is important, so is it for men. Paid paternity leave will give families the choice of who takes time off from work, rather than having the majority of the responsibility fall on the shoulders of women.

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Leaders can do a lot to lure women back to the workplace

One option is to explore your own unconscious biases and examine how their management styles affect women – how they communicate and promote the opportunities they provide. Leaders will also want to pay attention to recruitment biases. When hiring, less emphasis should be placed on ending women quickly with any gaps in their resume, as it may be related to childcare responsibilities or the effects of the pandemic.

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And while efforts have been made with equal pay, efforts must go much further. by 2021, latest figures Show that the salary of the average white woman is about 82% of that of the average white man. The picture is even bleaker for black, Native American and Latina women, whose wages account for about 63%, 60%, and 55% of the salary of a white man.

Access to more flexible and innovative career opportunities is needed to help women find the best paths to success. Now is the time for companies to encourage and support their women employees with a fresh approach to work life. Employers who do so will see the benefit of having a more diverse and multi-skilled workforce, paving the way for women to work.