How Remote Work Empowers Women And Fights “Greedy Work”

Forbes Leadership Leadership Strategy How Remote Work Empowers Women And Fights “Greedy Work” Dr. Gleb Tsipursky Contributor Opinions expressed by Forbes Contributors are their own. Lauded as “Office Whisperer” and “Hybrid Expert” by The New York Times Following May 25, 2023, 11:37am EDT | Press play to listen to this article! Got it! Share to Facebook Share to Twitter Share to Linkedin Remote Work Empowers Women Jep Gambardella/Pexels The COVID-19 pandemic has brought a new set of challenges to the workplace, particularly for women.

Harvard economist Claudia Goldin’s new book Career and Family: Women’s Century-Long Journey toward Equity sheds light on the obstacles that women, especially those with a college education, face in the labor market. In her book, Goldin demonstrates how the need to work long hours outside the home at prescribed times is one of the most important challenges for women, perpetuating disparities between the genders. Fortunately, remote work offers an important opportunity to level the gender playing field.

Greedy Work and Women’s Disadvantage Many professions today are “greedy,” paying disproportionately more for long hours and weekend work. This has a disproportionate impact on women, who often have to choose between advancing their careers and caring for their families. This results in a vicious cycle where women are paid less, receive fewer promotions, and have a harder time balancing work and family.

The COVID-19 pandemic has only exacerbated these challenges, due to the dual burden of work and caregiving. With schools and daycare centers closed, many women have had to take on additional responsibilities for the care of their children and elderly relatives. This has made it harder for women to balance their work and family responsibilities, leading to increased stress and burnout.

The Silver Lining: Remote and Hybrid Work as a Solution However, there is hope. The growth of remote and hybrid work may be the pandemic’s silver lining, offering a solution to the tension between career and family. Remote work eliminates the need to be in the office at prescribed times, allowing women to better balance their work and family responsibilities.

This can help women advance their careers without sacrificing their family life. No wonder that Appcast’s “ Recruitment Marketing Benchmark Report ” found that due to increased benefits and remote work opportunities, the labor force expanded by 2. 5 million workers in .

But remote work is not a silver bullet. To fully leverage remote work, complementary policies are needed, especially adequate childcare. Without adequate childcare, remote work will not spare women from the double duty of full-time employment and managing household and childcare responsibilities.

Women will still face the same challenges they did before the pandemic, only in a different form. MORE FOR YOU Forget Apple Watch: Huawei Watch Ultimate Beats Apple To Game-Changing New Features DeSantis 2024 Announcement: Blasts Biden And ‘Elites’—But Not Trump—In Talk With Elon Musk ‘#DeSaster’: DeSantis Roasted Over Botched Twitter Campaign Launch—By Trump, Biden And Others Childcare Support Case Studies Childcare support policies are essential for companies to help solve the work-life balance challenge faced by women. These policies can help women balance their work and family responsibilities and enable them to participate more fully in the workplace.

Companies that invest in these policies can reap significant benefits, such as increased employee engagement, higher productivity, and a more diverse and inclusive workplace. That’s why I strongly advise my clients who I helped transition to hybrid and remote wor k to ensure appropriate childcare support. One of my clients, a regional insurance company, recognized the importance of childcare support policies and introduced a flexible work schedule, which allowed employees to work from home when necessary.

The company also introduced a childcare reimbursement program, which covered the cost of childcare for employees who needed it. This policy was well-received by employees, and the company saw an increase in employee engagement and productivity. A late-stage SaaS startup introduced a paid parental leave policy that allowed employees to take time off to care for their children without sacrificing their salary.

The company also introduced a flexible work schedule, which allowed employees to work from home when necessary. This approach led to a boost in morale and decreased turnover, while also improving recruitment of underrepresented talent into the tech workforce of this company. A retail company recognized the importance of childcare support policies and introduced a flexible work schedule, which allowed corporate office employees to work from home when necessary.

The company also introduced a subsidized daycare program, which provided employees with access to affordable childcare. Similar to the other two companies, this one saw a reduction in churn and significant improvement in employee motivation. Conclusion The COVID-19 pandemic has brought new challenges to the workplace, particularly for women.

However, the growth of remote and flexible work may be the pandemic’s silver lining, offering a solution to the tension between career and family. To fully leverage remote work, complementary policies are needed, especially adequate childcare. It is time for companies to invest in childcare and make remote work work for women.

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