Dr. Gleb Tsipursky – The Office Whisperer
Nirit Cohen – WorkFutures
Angela Howard – Culture Expert
Drew Jones – Design & Innovation
Jonathan Price – CRE & Flex Expert
Although the shift to remote work has opened new opportunities for marginalized communities, women are still leaving the workforce in droves.
Currently, there are 2 million less women in the workforce compared to just before the pandemic. Simultaneously, men have regained most jobs that were lost. So why has it been a challenge to bring women back to work?
Historically, women have faced the bulk of obstacles in the workplace, including lack of equal pay, sexist culture, and limited benefits that support mothers.
Even more, these issues disproportionately impact women of color, making reentering the workplace that much more difficult.
Some companies have attempted to address these disparities by embracing flexible work schedules, allowing mothers to adequately balance their personal and work responsibilities.
However, offering flexibility is just the start.
Companies must also adjust their in-office benefits to make this transition easier. Offering on-site childcare services, nursing rooms, and paid maternity and paternity leave are some examples of how to better support women trying to reenter the workplace.
“Study after study shows that women bear the brunt of planning for their households and careers,” said Misty Frost, CEO of Penn Foster / Carrus, an online skills-based training and education platform.
“I find that women want a better balance to manage competing priorities, such as work and family. This isn’t a bad thing, and in fact, it’s something we should all learn from. As a CEO, I work to create space for balance at work for the team, and our work is better for it.”
