When the pandemic mandated work from home for everyone, the world was divided on the impact that it was expected to have on women at work. Well, about four years later (almost), the mandate is out. The numbers reveal that it did change the lives of women at work for the better. The labour participation rate has crossed 33%, and flexible work options have increased the number of women applying for the roles by over 100%. Not just that, organizations are increasingly adopting flexible working models like gig work. With virtual or hybrid modes of work gaining acceptance, flexible work could be the solution that increases our LPR for women to 46%—the average global benchmark—very soon.
But while this happens, it is also important that the ecosystem is designed to support growth, both in terms of work areas and finances. Otherwise, the sustainability of this initiative would be in question. Here are the three things that I believe would not just provide women with growth but also empower them in a flexible world of work.
Create Flexi Jobs
No, I don’t mean that we add to your headcount, but there is a need to identify jobs that can happen virtually or through Gig, all the while remaining meaningful. Once that is done, it is important to coach the managers of these roles on managing this workforce; that means the kind of coaching and support to be provided, measured by outcomes instead of time spent doing that job.
Flex your talent management frameworks
Recently, various employees have felt that working in a flexible environment often leads to a bad appraisal. That is because managers tend to reward more “visible” individuals. Our talent management practices need to be rejigged to change that. Data shows that the chances of opting for work from home are twice as high for a female employee in comparison to a male employee. That would mean, if our talent management practices do not change, the gender pay gap will be at risk of increasing further.
Beyond Work
Your best employee, though operating virtually at times, would need more than just flexibility. Things like networking, mentorship, and even social security are not something that comes naturally with flex jobs. As an organization, if you can provide her with some support in these areas, she will probably give better returns than the cost that you will incur in setting this up.
A study by McKinsey & Company revealed that companies with diverse executive teams are 25% more likely to experience above-average profitability. By embracing flexible work practices, organizations can attract and retain top female talent, thereby enhancing diversity within leadership ranks and driving innovation. As we navigate the evolving landscape of work, let us seize this opportunity to build a future where every woman can thrive, unencumbered by the constraints of outdated norms and structures.
Shared by: Kamakshi Pant,
Chief Business Officer, Taggd
