Why women aren't coming back to work and how leaders can fix it

Our workforce has changed significantly over the past two years, but some statistics are still surprising, especially those related to women in the workforce.

There are almost two million fewer women working today than before the pandemic, while male workers have regained almost all of the jobs they lost due to this health crisis public. So why is this happening and how is it affecting the way companies hire and businesses are run?

Initially, the workforce was changing due to the uncertainty of the pandemic and soon after due to the Great Resignation. People became dissatisfied with their roles and responsibilities in the workforce and sought positions where they could find purpose or pursue their passions. But, disproportionately, research indicates that women (more than men) either left the workforce altogether or simply didn't find the right opportunity to come back.

Here's what some female CEOs and leaders, including myself, have to say about this sudden change and its potential long-term impact.

Challenges for women in the labor market

There are always challenges for women in the workforce, whether it's subtle (or overt) sexism, a lack of equal pay, or a lack of benefits. SHRM noted that the lack of adequate childcare disproportionately affects women in the workplace and that women of color continue to be disproportionately affected by job cuts.

It certainly doesn't help our quest for equality and progress, things that should be of great concern, regardless of your gender. Christen Black, co-founder and CMO of OPS, is a strong believer in work-life integration for her company's employees. As a leader, she thinks we have a great opportunity to rethink what work-life balance means for our society, and I wholeheartedly agree. “This moment in history is such an opportunity for our American culture to rethink and redefine work. Our company incorporates many fulfilling activities like giving back, volunteering in the community, and serving on internal committees. things like these make the work environment a rewarding experience and help make a fulfilling 'life' across the work-life continuum," she says.

At my company, Zen Media, we are big proponents of flexible hours and believe parents shouldn't miss out on great time with their kids when working from home. Of course, work still needs to be done, but we've found that prioritizing flexibility and remote working makes our employees happier and our business more productive.

Kate Westad, founder and inventor of Palette by Pak, agrees. "As if being a single parent of four children, working full-time as a litigator and launching a startup weren't hard enough before the pandemic, having your whole support system at school, activities and the babysitting was shocking," she said. "What was even more shocking? Outdated work practices and outdated work structures that were excruciatingly slow to respond or offer support. Following my passions and betting on myself right now was the ultimate choice."

why is it important

Before Covid-19, statistics on working women were (slowly) moving in the right direction. McKinsey's pre-Covid research also indicated that before Covid, the company had never seen women withdraw from the workforce at higher rates than men - until now. This same study indicated that the three groups of women most likely to leave their jobs in recent years were black women, working mothers and women in leadership positions.

For those still wondering why this matters, consider the long-term implications of this reversal of progress. In order to get the best candidates for your company, you need to make sure that you...