51% Women Think There Is No Future Of Their Career; Work Increased For 70% Women In Pandemic

A report titled Women @ Work: A global outlook by Deloitte was released which tracked the impact of the pandemic on working women. 

It found that women were burdened with more work in the form of caregiver duties. 

Blurred Lines Between Office And House Work: More Stress And Less Rest

Such a scenario leads to blurred boundaries between working for a living and additional domestic duties such as child and dependent care and household chores. 

Combined with workplace behaviors that served to exclude women, these factors created a “perfect storm” for female professionals. 

These women are now bearing the brunt of lowered wellbeing, motivation, and engagement.

One common complaint is that these women are unable to disengage from work due to fear of trailing behind in career progression or missing out on important projects which leads to a great amount of stress. 

Mental Health, Motivation For Work And Belief In Organisation At A Low

The report surveyed 5,000 women spanning 10 countries among which 51% expressed less optimism regarding their career prospects. 

A drop of 35% as noted in mental health along with a drop of 29-point with regards to work motivation, as compared to pre-pandemic figures which was 68% for the former. 

These findings are correlated to deteriorating retention, turnover, productivity, motivation and overall satisfaction.

Only 39% of those surveyed felt that their organisation was committed to adequately supporting them throughout the pandemic. 

However, some firms were reviewed in a positive light in terms of gender equal and inclusive workplace conditions.

The women in these firms have reported more engagement, productivity and satisfaction with their careers. 

What Is Non-Inclusive Gender-Unequal Behavior In The Workplace?

Women have reported being questioned about their judgment and communication style along with social exclusion. 

Other sexist issues they face include comments on physical appearance, less opportunities to further their careers and to speak up in meetings. 

They have also reportedly been getting less individual time with their managers and have been insulted by senior colleagues. 

Firms who regularly engage in these practices have been labeled as “lagging organisations”.

Who Are The “Gender Equality Leaders”?

The report has identified some employers who rank high when it comes to providing a supportive and inclusive environment for women. 

The leader firms have a gender diverse leadership team where women occupy top roles. 

They have support frameworks in place which women can utilise presently and also to build resilience for future interruptions as the pandemic did in 2020. 

They also take conscious steps towards promoting gender equality , diversity and inclusion by means of policy and workplace culture. 

There is still some hope as those lagging behind can take some notes from the leaders and make appropriate changes . 

This way, they can still retain talent that are female or belong to other minority groups before they leave the workplace or step back from their careers altogether. 

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