Millions of Americans have left the workforce due to the ongoing public health crisis of the COVID-19 pandemic. This situation has particularly impacted female workers who had to become the primary caretakers of their children when schools and daycares closed. As a result, many women had to leave their jobs, and companies lost some of their most outstanding employees. Now companies need to spend time deciding how they can better accommodate and empower female workers with children.
Gladys Simen is a life coach, helping ambitious working moms become their best selves every day. Part of this is educating companies on how to better support women in the workplace, especially those with children. Using valuable insights from my clients and my own experience as a working mom, Gladys has put together 5 suggestions for companies on how to retain female employees, both pre and postpartum.
Find out how you can support women in the workplace
Administering a survey is one of the best ways to determine your company's ability to hire and retain working moms. Ask open-ended questions so you can find out more about the challenges female workers face and which are the most important. If possible, allow them to give their opinion anonymously to share their feelings without worrying about retribution.
Retain female employees by revamping your company policies & benefits
Once you've reviewed the survey, you'll better understand the company policies and benefits that need revamping. For example, do the majority of female workers want paternity leave or extended maternity leave? Or perhaps they would prefer a more flexible work schedule? The company can also assess its employee performance evaluations, possibly changing from time-oriented to task-oriented.
Whether female workers want to feel more involved during meetings or expectant moms require a designated parking spot, companies should accommodate the needs of women in the workplace. Listening to your female employees, and implementing change, can make it easier to retain talented pre and postpartum female workers. In doing so, you'll not only improve your business, but women in the workplace are more likely to feel heard and acknowledged.
Start a mentorship program
A study published by McKinsey, titled 'Women in the Workplace 2020', reveals that women may face significant roadblocks without the right mentorship and sponsorship opportunities. For example, a sponsor can amplify the voice of lower-level female employees, while a mentor can help guide women towards their career goals.
An official company mentor program is an excellent way for you to capitalize on your most fantastic resource, your employees. It also demonstrates the company's commitment to nurturing talent and providing employees the opportunity to learn from a trusted advisor. Retaining female employees is far more likely for those companies who actively invest in their professional development. Women in these types of workplaces are also likely to be more loyal and productive. This further increases female employee retention rates.
Create an employee reward and recognition program
Every employee wants their manager to acknowledge their hard work. This recognition is especially true for pre and postpartum female workers who may quit their jobs due to feeling unappreciated, dismissed, or victim to gender inequality in the workplace. If possible, create a monthly reward and recognition program for outstanding employees. This straightforward strategy will foster a positive work culture and inspire employees to improve their work ethic. Working moms will also enjoy the positive reinforcement, especially those working from home who still want their efforts acknowledged outside the office.
Gender inequality in the workplace: Close the wage gap between your employees
The pay gap between male and female workers is a long-standing issue of gender inequality in the workplace. It impacts female employees across all socioeconomic and racial groups in almost every industry. Companies should advocate for women in the workplace by closing the wage gap. After all, there's a higher chance of female workers remaining loyal if they receive equal pay for equal work.
Make it easier for working moms to progress in their career
Are your pre and postpartum female workers anxious about potentially losing their job? Perhaps the women in your workplace fear they'll miss out on a promotion because of maternity leave? A top tip for supporting female workers is developing tools and creating opportunities that will allow them to advance their careers like their male counterparts. One way to do this is to focus on results, not on time spent; a great way to support a working mom's need for flexibility. By creating opportunities for women, you can also tackle gender inequality in the workplace, encouraging female leadership and retaining your female workers in the process.
There's no doubt in my mind that moms are some of the hardest workers on the planet. With the right strategies and support, you can create a supportive environment for pre and postpartum women. In doing so, your company can encourage women in the workplace to thrive at all stages of life.
