How HR Can Address COVID-Driven Disparities Impacting Working Women

Ling-yi Tsai, our HRTech expert, brings decades of experience assisting organizations in driving change through technology. She specializes in HR analytics tools and the integration of technology across recruitment, onboarding, and talent management processes.

Can you explain the key findings of the recent reports by the Institute for Women’s Policy Research regarding women’s employment recovery post-pandemic?

Certainly. The IWPR’s recent reports indicate that while women’s employment finally reached pre-pandemic levels in January 2023, disparities continue to persist, particularly for working parents. Between February and April 2020, over 12 million women lost their jobs, and it took until January 2023 for women’s employment levels to recover. In contrast, men saw their employment recover 11 months earlier, highlighting a significant gap in recovery timelines between genders.

What specific challenges do working mothers face in the workforce according to the IWPR report?

Working mothers face a substantial labor force participation gap, with 73.7% of them in the labor force compared to 94.9% of fathers. Additionally, women spend more time on caregiving responsibilities daily, which can further compound their challenges in balancing work and family life.

The IWPR has made several recommendations for addressing workforce disparities. Can you elaborate on these recommendations?

The recommendations include policies for government and employers alike but focus mainly on expanding flexible work options, providing better childcare support, and enhancing paid family leave. Employers can take actionable steps such as offering remote work options, providing childcare vouchers, and creating clear and supportive leave policies to help mitigate these disparities.

How have flexible work options impacted women in the workforce, especially those with caregiving responsibilities?

Flexible work options have been greatly beneficial, particularly for women with caregiving responsibilities. The pandemic shifted employers’ perspectives on remote work, showing that it could maintain productivity. Evidence from an IWPR survey shows that flexible work significantly improves work-life balance, health, and reduces anxiety among women.

Despite the observed benefits, there’s been a trend towards returning to the office. Why do you think this is happening, and what is the potential impact on female workers?

The push for returning to the office is primarily driven by traditional views on work culture and concerns over team cohesion. However, this shift can negatively impact female workers, especially those with caregiving responsibilities. HR professionals need to advocate robustly for flexible work by focusing discussions on productivity and job performance rather than work location.

Childcare continues to be a significant barrier for working mothers. What findings does the IWPR report highlight about this issue?

Childcare availability is crucial for mothers’ labor force participation. The IWPR report highlighted that the recovery of jobs in the childcare sector parallels the recovery of mothers in the workforce. Effective employer solutions include childcare vouchers, access to concierge services, and providing reliable information on childcare options.

How does the lack of paid family leave affect women, particularly in male-dominated fields like construction?

The lack of paid family leave can discourage women from fully utilizing parental leave due to fears of career repercussions. To support these employees, management should normalize taking leave within their corporate culture and ensure that teams are prepared for members’ absence, which can help alleviate concerns.

Can you describe what occupational segregation is and how it has been affected by the COVID-19 pandemic?

Occupational segregation refers to the overrepresentation or underrepresentation of specific demographics in certain job categories. The pandemic led to overall decreased segregation between genders, but for parents, especially those with young children, segregation increased. Women have seen more significant changes in fields like management and finance post-pandemic.

Training and development are vital for addressing job segregation issues. What barriers do women face in accessing these opportunities?

Women often face barriers to accessing mentorship and upskilling opportunities, which are critical for career advancement. Although there has been progress in post-pandemic opportunities in fields like management, systemic biases and limited organizational support still hinder women’s full participation in these programs.

What is your forecast for addressing workforce disparities?

Addressing workforce disparities will require a continued focus on flexible work arrangements, improved childcare support, and robust training and development programs. Employers need to institutionalize these changes by creating inclusive policies that ensure all employees, regardless of gender or caregiving status, have equal opportunities to thrive in the workplace.

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