Post-Pandemic Support for Women in the Workforce

The COVID-19 pandemic impacted everyone across the globe. But many populations—particularly those who were already disadvantaged—still disproportionately feel the economic effects of the health crisis. Women in the workforce are among those suffering the steepest setbacks.

With healthcare and frontline workers more likely to be women and people of color, women have a higher likelihood of contracting viruses while keeping the economy going. On top of those strains, women are also more likely to be impacted by family-related responsibilities. These struggles can be addressed by implementing more supportive initiatives in the workplace.

Build empathy within your business

According to the Center for American Progress, four times more women than men left the workforce during the pandemic. Many that are still working also manage responsibilities at home and support their children at school—in addition to their work demands. Although the pandemic increased women's labor force opportunities, pay gap and occupational segregation is still a challenge.

To help women in your company during and after unprecedented times, consider implementing business changes with a human approach. By using an empathic lens, you'll better understand the burdens and biases women face, take actionable steps to alleviate their stress, and enact meaningful policy changes that drive gender inclusion and equality across your company.

Implement gender bias education programs

Any initiative to help improve the experience of women in your company starts with acknowledging gender bias. By implementing training and educational programs specifically about gender bias, you can help remove the roadblocks that hold women back—from harsher hiring and evaluation standards to the bias against women returning to the workplace after having children.

Programs like Lean In's 50 Ways to Fight Bias are low-cost ways for your company to implement bias education and start conversations about the biases all people carry, whether they realize them or not. For more ideas, you can also look to organizations that support women in the workforce—for example, foundations that offer grants for women-owned businesses.

Consider flexible work schedules

Women have more to juggle now that work has transitioned more into their homes. Offering flexible or hybrid work schedules can help the women in your company carve out time specific to their needs, helping them focus on critical work tasks with fewer interruptions.

Flexible work schedules can take a variety of forms—but the best way to find what works for the women in your company is to ask them directly. Some options could include flexible start or stop times, limited-day work weeks or even a shift to condensed workdays, like 9 am to 3 pm.

You can also consider a project-focused approach that allows women to meet goals on more individualized schedules while still managing their family's needs. The importance of work-life balance is an increasingly important goal for businesses across the globe.

Get creative with health benefits

World Economic Forum found that 62% of Americans believe their health is more important to them than before the pandemic. And trying to manage everything from work to family responsibilities while working remotely can be an emotional undertaking, especially for those who carry more responsibilities between home and work. Employers can support women in the workforce by looking at their current health benefits and ensuring there are ways for women to get the mental healthcare they need.

Companies can explore sponsored plans to online mental health providers, subscriptions to wellness apps that focus on meditation and an array of additional wellness benefits. For example, you could offer a streaming fitness subscription of an employee's choice.

Offer an open door

Any actions that your company can take to support women in the workforce need to come with an open door policy. When women across your company know they have an outlet to offer both concerns and praise without fear of retribution, you'll likely find your company benefits in multiple ways.

Here are ways to foster an open door policy at work:

• Create an inclusive, open feedback environment that allows employees to bring innovative ideas or unseen issues to your attention.
• Facilitate meaningful conversations about policy changes and potentially identify women in your company who'd like to be involved in shaping the company's inclusion policies.
• Build a culture where women know their voices matter and are heard, creating positive change throughout the entire company.
• Promote and empower women in leadership roles throughout your business.

The bottom line

Remember, the support you offer to women in the workforce during a global health crisis isn't just for the high-stress environment of unknowns. These means of support can become part of your company's larger commitment to inclusion and gender equality in the workforce. When women win, everyone wins.