Win your challenges with our unique solutions

Gender Parity in the workplace isn’t a new topic. It’s a global issue that’s become even more visible in the post-pandemic world.

Prime Minister Narendra Modi spoke about it in his Independence Day speech in 2022. He reiterated the point about his vision for more women in the workplace. This is a sign that the disparity has been noticed.

In fact, at 25%, India has among the lowest female labour force participation (LPR) rates among its emerging market peers.

Another study highlights the significant pay difference between males and females who are engaged in similar kinds of jobs.

That study also states that the low female LFPR can be attributed to various factors like obligations towards the performance of domestic duties, conservative social norms, and lack of flexible work models.

It is also observed that household constraints trump financial need and individual preferences for job choice among women.

There can also be employer gender bias

I recall being invited for a job interview at a German multi-national for a senior finance position. My interviewer made it a point to talk about marital status. He told me they didn’t hire women engineers at entry level because these professionals tended to quit after getting married.

I doubt this company could have done that in Germany but this conversation has stayed in my mind for its lack of political correctness.

The world has changed a lot in the last 17 years. This company now states its commitment to Diversity, Equity and Inclusion. I’m sure it also recognizes the issue as a leadership challenge.

COVID-19 Pandemic severely exacerbated existing gendered barriers, widened India’s gender gap in the workforce, and affected (overwhelmingly female) caregivers and frontline workers.

Survey Findings of Impact of Pandemic on Women in July 2021 revealed that women made up just 24% of those working before the pandemic. Yet they accounted for 28% of all those who lost their jobs. Women also constitute 43% of those who are yet to recover their paid work.

Now with Modi taking a stand for women, there is hope because we continue to see his commitment to the cause even in 2024.

The COVID-19 and post-pandemic hybrid work models could become game-changers for many women – offering flexible and more innovative work options with increasingly empathetic work cultures.

Such new work models may improve gender diversity at work, in traditional organizations as well as in the gig economy.

Women face challenges in the workplace globally

This issue is not isolated to only Third World countries or emerging markets.

The problems exist in other countries too, as recorded by PWC in their report Women in Work 2021 which reviewed the impact of COVID-19 on women in work.

The recommendations in that report about policy responses to support economic recovery from COVID-19 need to specifically address the impacts of the pandemic on women.

According to the latest Women in the Workplace Study by McKinsey & Company in 2021, women are more burned out now than they were a year earlier.

It’s a matter of concern that as a result of the pandemic, one in three women has considered leaving the workforce or down shifting their career. This is a significant increase from the one in four in the first few months of the pandemic.

Additionally, 4 in 10 women have considered leaving their company or switching jobs—and high employee turnover in recent months suggests that many of them are following through.

Update February 2024 – Proposed World Bank Gender Strategy.

The formal consultation process on the draft Gender Strategy 2024-30 is closed. A new strategy will be formally launched in 2024.

As their brief affirms, Gender Equality is an urgent imperative.

The brief recognizes the fundamental human right of gender equality for all people, a matter of fairness and justice. It is a foundation for a peaceful and prosperous world and essential for development.

It also acknowledges that achieving gender equality is uniquely challenging and complex.

The WB Gender Strategy 2024-30 proposes a focus on innovation, financing, and collective action to end gender-based violence, elevate human capital, expand and enable economic opportunities, and engage women as leaders.

How can women help improve this situation?

While the policy makers and industry figure out a viable solution, women can do their bit and more.

In my post on champions and sponsors for women in the workplace, I shared quite a few stories where champions had helped raise the profile of women professionals mentoring them to achieve their potential.

In the post-pandemic world, women can support other female co-workers at work.

This is one way to protect gender equity and help women deal with growing challenges.

Many female employees are facing financial insecurity, along with increased burdens on parents and caregivers.

Without additional resources, it’s easy to burn out.

Try these practical strategies for bonding and collaborating with other women.

Cultivate Relationships

A study by Harvard Business Review found that both male and female executives were likely to have a diverse network of well-connected peers.

However, women seeking greater authority and higher pay also needed an inner circle of close female contacts.

Use your skill of Emotional Intelligence to create a difference.

Keep these strategies in mind:

1. Focus on giving. Professional networks and personal friendships depend on helping others. Reach out and share your time and expertise. Perform random acts of kindness and build mutual support.
2. Be selective. The quality of your friendships matters more than the quantity. Find other women who share your values and interests. Move on if someone consistently turns down your invitations to get together or fails to respect your boundaries.
3. Pace yourself. Healthy reciprocal relationships take time to blossom. Be patient. Get to know each other gradually.
4. Have fun. Friends see each other outside of the office and talk about stuff besides spreadsheets and coding. Host parties and organize outings.

Encourage Work-Life Balance

Women continue to bear responsibility for the majority of work at home. The American Psychological Association warns that this causes stress and other health issues and lowers productivity.

Try these techniques to enhance work-life balance:

1. Suggest flexible hours. One upside of the pandemic has been a big increase in the opportunities for remote work. Maybe supervisors at your company are willing to experiment with alternative schedules as long as employees complete their responsibilities.
2. Examine benefits. Let your employer know what perks matter to you and other women in your office. Maybe you’d rather have gym memberships instead of bean bag chairs and coffee machines.
3. Review workloads. Are your performance reviews based on realistic expectations? Discuss the situation with your colleagues to see if adjustments are needed.
4. Take time off. Research shows that excessive overtime and unused vacation days actually lower productivity. Set an example by leaving the office at a reasonable hour. Take advantage of your annual leave.

Develop Leadership Skills

Women at the top are struggling too. The McKinsey report also describes Onlys: women who are the only or one of the only women at their level in the workplace.

They’re more likely to feel pressure to work more and face a variety of microaggressions.

These strategies can help:

1. Support mentoring. Depending on what stage your career is at, you can look for a mentor or become one yourself. You might even do both. These relationships provide guidance and build community.
2. Advocate for others. Unfortunately, there’s some truth in The Devil Wears Prada kind of stereotypes. Even if your company culture tolerates bullying other women, break the cycle. Have the courage and compassion to provide constructive feedback. Help other women advance in their careers.
3. Network with women. Join a professional group for women or start one of your own. Mingle with other women when you attend conferences and follow up with interesting acquaintances.
4. Make referrals. One of the most effective ways to help other women is to make introductions and referrals. Bring others together to find new partners, clients, and friends.

One woman’s success can benefit others too. It’s up to you to do your bit to create an environment that maximizes and celebrates each other’s accomplishments.