Numerous women have not returned to the workforce. Here's How to Recover Them

Many women had to leave the workforce because of the epidemic because they had family obligations. Many aren't coming back. Here are some things that businesses may do to help women find their paths to success.

Many women no longer see a place for themselves in many fields as the American economy struggles to recover from the pandemic and many firms search for new employees. Women made up 181,000 of the new positions created in May 2022, according to the National Women's Law Center, but they still have a deficit compared to the pre-pandemic job market in 2020. Currently, 88% of the 822,000 net jobs lost since the epidemic started are held by women.

One in three women pondered quitting or leaving their employment in 2021, up from one in four in 2020, according to the Lean In and McKinsey study on Annual Women in the Workplace.

What then is motivating people to think about leaving or staying away?

Ø The 'motherhood penalty

Sociologists used the term "motherhood penalty" to describe how working mothers are viewed as less competent and receive fewer benefits than women without children. The various duties mothers have been more aware of as a result of living through Covid-19. To balance employment with childcare responsibilities, homeschooling, and other caring responsibilities, many working mothers were obliged to cut back on their hours—or quit entirely. It became nearly impossible for them to maintain any sort of a work-life balance because they had to pick between work and family. Numerous daycare facilities were closed during the lockdown, and preliminary estimates indicate that the epidemic may have cost 4.5 million childcare slots. This decreases the possibility that women will return to full-time employment by making the already scarce childcare options even more difficult to get. The fact that so many women in 2021 reported feeling emotionally and physically weary and that 42% of them said they felt burned out is likely due to a number of these issues, which has led to a reevaluation of their employment and their goals in life.

Ø Women are weary of fighting for equality all the time

One of the causes of women leaving the workforce goes back longer than the previous two years. Long before the pandemic, they struggled with trying to advance their careers, land better-paying positions, and be acknowledged for their accomplishments. As a result of this ongoing struggle for equality, they are now mentally and physically exhausted. It's a known reality that women continue to be underpaid for their job and that their accomplishments aren't as frequently acknowledged in the workplace as those of males. It is not a major revelation. In corporate settings and organizations, discrimination against women and inequality still exist. It is exhausting to push for change all the time. According to the Lean In and McKinsey & Company research from 2020, only 89 white women and 85 women of color received promotions to management positions for every 100 men. Inequalities persist even when women’s representation increases in 2020. Promotions to managerial positions do not treat men equally. Since 2016, these researchers have observed the same trend: Companies find it challenging to observe progress for women in the workplace at those more senior levels since women are promoted to managers at far lower rates than men. The reality that women of color face an even greater disadvantage must be addressed, though. According to the study, there is a 75% decrease in the presence of women of color in entry-level and senior executive positions. As a result, women of color account for only 4% of C-suite leaders in the U.S.

Ø Can we woo them to return?

Many businesses have discovered that they are both more lucrative and have a workforce with a far wider range of skillsets in general. Gender-diverse senior-level teams are 21% more likely to achieve "above average profitability," as well as being much more engaged and productive. It can be difficult to get women back to work. To support women's success, the workplace may need to be modernized. For instance, MetLife research revealed that 78 percent of women said they need more flexibility to return to work and that 73 percent want better prospects for job advancement. The U.S. government's investment in child care could make it easier for working women to resume their careers. Offering paid leave is nevertheless necessary to guarantee that a woman's work is safeguarded while she is raising a family. Paid maternity leave is essential, but so is the male equivalent. Paid paternity leave will allow families to choose who takes time off work, rather than placing the burden mostly on women.

Ø There are several things that managers could do to encourage women to return to the workforce

Exploring one's unconscious prejudices and considering how one's management style affects women, from communication and promotion to the possibilities made available, is one method. Recruitment biases are something more that leaders would want to be aware of. Less focus should be placed on employing women with gaps in their resumes because these could be due to childcare obligations or the pandemic's effects. Even if progress has been made in the area of equitable pay, more has to be done. The average white woman makes about 82 percent of what the average white male makes as of 2021, according to the latest recent data. For Black, Native American, and Latina women, whose salaries are roughly 63 percent, 60 percent, and 55 percent of those of a white male, respectively, the situation is even more dismal. To find the greatest paths to success, women need access to more flexible and creative work choices. The time is now for businesses to support and encourage their female employees with creative work-life strategies. Employers who take this action will benefit from a more diverse and talented workforce, setting an example for women in the workplace.