Great Resignation is Forcing Mothers to Leave Jobs
Tired of the stress of the pandemic, feeling misunderstood, frustrated with low wages and lack of future growth, workers decided to quit even if no other job appeared.
In 2021, we’ve seen a massive shift in the global workforce and people are leaving their jobs at a higher rate than ever before.
This pandemic has exposed longstanding problems within the transition economy and workforce, whether it is the shift to so-called tomorrow’s jobs or changes in the culture of work.
As of March 2020, millions of people have lost their jobs almost overnight as government leaders shut down non-essential activities. The result: many couldn’t pay their bills and were forced to find other ways to make ends meet.
No Workers Due to the Great Resignation
Now businesses are opening up again, employers struggle to find workers. The reality is forcing power dynamics to shift towards work, as companies find themselves moving around groups of workers who are in no rush to return to their old jobs.
With the percentage of parents leaving, especially mothers at a much higher rate. It is clear that if employees want to hold on to valuable and talented staff, they need to start normalising a life beyond the desk and invest in their people.
It is no secret that workers have been asking for a better work-life balance, better wages and more support for (mental) health. In a 2018 study conducted by Harvard University, for example, 53% reported struggling with work-life balance.
However, almost none of the businesses felt the urge to do anything different as other “important matters” took priority. Not knowing the pandemic would take over the world by a storm in a matter of just a few years.
Flexibility and Hybrid Business Solutions
If businesses want to survive they will have to adapt and provide more flexibility and/or hybrid working solutions, childcare support, equal wage and opportunities for any gender or ethnic group.
Providing flexibility and hybrid solutions might be easier than you think
— Susanne Grant
Now, flexibility isn’t just offering to work a 9–5 at the office on Monday, Wednesday and Friday only. But, what you think your team wants vs what your team actually needs may be a huge difference. And this is where many companies go wrong…
You may also enjoy: “How to create a flexible hybrid workplace policy”
Understanding the Needs of Your Employees
As explained in the article, “How to create a flexible hybrid workplace policy” it is vital to ask your employees what they need, instead of the company assuming that he thinks what they want.
The last few months have been incredibly frustrating and everyone is exhausted. And it looks like 2022 is another year of hybrid, work-from-home, and mix & match schedules of everyone involved to try to keep productivity and motivation up.
With working from home still the recommendation in most areas, yet offices opening up slowly too, it’s easy to forget to make sure everyone is included.
Working From Home Will Hurt Your Career
The headlines make it pretty clear that working from home -especially for women who are statistically more likely to WFH — can hurt the career.
𝘉𝘦𝘤𝘢𝘶𝘴𝘦 𝘰𝘶𝘵 𝘰𝘧 𝘴𝘪𝘨𝘩𝘵 𝘮𝘦𝘢𝘯𝘴 𝘰𝘶𝘵 𝘰𝘧 𝘮𝘪𝘯𝘥, 𝘳𝘪𝘨𝘩𝘵?
Especially if your managers and team leader are not made aware of how to make sure the whole team is included.
Research shows diversity in the workplace ensures a variety of different perspectives:
- Increases creativity
- Problems get resolved faster
- And employee engagement will be up just to name a few.
Why? It is pretty straightforward — when employees feel included, they are more engaged.
𝗔𝗹𝗹 𝗼𝗳 𝘄𝗵𝗶𝗰𝗵 𝗶𝘀 𝗴𝗼𝗼𝗱 𝗳𝗼𝗿 𝘆𝗼𝘂𝗿 𝘁𝗲𝗮𝗺, 𝗮𝘀 𝘄𝗲𝗹𝗹 𝗮𝘀 𝘁𝗵𝗲 𝗯𝗼𝘁𝘁𝗼𝗺 𝗹𝗶𝗻𝗲.
But how do you make sure you engage everyone with hybrid working still in the mix?
No matter where they work, what they do, when, no matter how they identify as gender?
Highly Effective Hybrid Working — The New Way of Defining Success
The workshop series “Highly Effective Hybrid Working — The New Way of Defining Success in the Workplace” will help your managers implement a strategy that will:
- Make your team feel included which means better engagement and better results
- Help you save costs because less time is wasted
- Increase productivity
- Create equal opportunities, no matter what gender, or location
- Attract and retain top female talent (because twice as many women left the workforce during the Great Resignation than men… act now before it’s too late).
This is the time to act and ensure your managers will not become one of the headlines. Instead, learn how to create an inclusive work environment when navigating a hybrid workplace. Contact our team to find out if your company qualifies for this unique workshop series.
About FEM
FEM stands for Feminist Entrepreneurs Magazine (or Finally Eradicating Misogyny, if you’re feeling cheeky), and is a House of Hives publication. We started this magazine to support entrepreneurs who feel disenchanted with the 24/7 hustle culture, the competitive narrative of toxic masculinity and narrow definitions of success, value and wealth that it peddles. We want to talk about balance, the importance of mental health, the power of collaboration and diversity, and much more.
We hope to inspire and support entrepreneurs as they build their businesses in enjoyable and sustainable ways, by sharing stories and tips from thought-leaders and change-makers. Join the mailing list to have the FEM e-magazine sent directly to your inbox.
This article has been published previously on grantmethod.com and linkedin.com by the author.
