Supporting women at work during times of uncertainty

From an increase in caregiving responsibilities to the disproportionate number of job losses for women, particularly women of color, the events of the past year have directly affected countless women in the workplace. According to the National Women’s Law Center, more than 2.3 million women in the US have left the labor force as of February 2020.[1] And globally, women’s job losses due to the pandemic are 1.8 times greater than men’s.[2]

This Women’s History Month and International Women’s Day, we celebrate the achievements of women, but we also come together to raise awareness against bias, take action to support women at work and continue striving for equity. While the pandemic has disrupted many aspects of business, it’s important that organizations not lose ground on their efforts to promote gender equity. We have an opportunity now to laser-focus our work toward building a more equitable world.

As we navigate through the uncertainty of the pandemic and the future of work, leaders and organizations can uplift and support women in the workforce. Here are a few strategies we can implement today to further an equitable environment:

• Provide meaningful career experiences and conversations – Solid work experiences are key. Open, frequent and proactive communication is particularly important during times of uncertainty. Leaders can create a safe space for team members to lean into conversations about their challenges and career goals. To offer valuable career guidance during this time, leaders should check in regularly and share detailed feedback. For instance, when discussing developmental feedback, determine whether performance truly needs improvement or whether the individual is approaching projects differently from others while still achieving positive outcomes. Avoid focusing on only hours worked to inadvertently reward “time spent” over quality of work and results. By challenging what strong performance means through leadership dialogue, we can help women, and others, feel supported in the workplace.
• Increase intentionality of sponsorship – Sponsorship is one of the greatest opportunities we have to help advance women into leadership roles. What’s more, according to Lean In and McKinsey’s “Women in the Workplace” report, women who are sponsored are more likely to stay with their organization, and stay longer. It can be challenging in today’s virtual environment to build connections and establish these types of relationships, so there needs to be more intentionality behind sponsorship. Leaders can reemphasize actions, such as amplifying accomplishments, advocating for promotions and stretch assignments, and sponsoring those who are different from them.
• Encourage flexibility at work – With the lines between home and work more blurred than ever, managers can encourage their people to set personal boundaries and take advantage of the flexible work options available to them. Flexibility can mean adjusting your schedule, such as starting later or ending early, but continuing assignments later in the evening. One way to do this is by aiming to normalize some of the struggles people on teams may be facing and sharing your own personal story. By role modeling flexibility, it helps send the message to others that it’s safe to take time for one’s needs. Flexibility not only benefits caregivers, but also those who need time in their days to support their well-being and other personal commitments. With flexible schedules some women and other caregivers may be less likely to consider downshifting their careers or leaving the workforce.  

The global health crisis is continuing to challenge everyone and has posed new risks that could slow the momentum of gender equity at work and in business overall. Now is the time to recommit to investments and initiatives to help support women at work and continue building a pipeline of executive women. It is critical to not lose ground, particularly among women who are racially and ethnically diverse, LGBT+ or with disabilities, and to focus on equitable outcomes.

The views expressed by the author are not necessarily those of Ernst & Young LLP or other members of the global EY organization.

[1] “COVID-19 Jobs Day Reports,” National Women’s Law Center website, nwlc.org/resources/2020-jobs-day-reports, 4 September 2020.

[2] “COVID-19 and gender equality: Countering the regressive effects,” McKinsey & Company website, www.mckinsey.com/featured-insights/future-of-work/covid-19-and-gender-equality-countering-the-regressive-effects#, 15 July 2020.