How To Get Women Employees Back Into the Workforce Post Pandemic

It has been quite a year for women in the workforce. Nearly 2.2 million women have left the U.S. job marketOpens a new window since the beginning of the pandemic, many due to, among other things, a lack of school and childcare options. This mass exodus has set off alarm bells, and rightly so. 

Women’s progress in the workplace has been steadily climbing over the past decade. Not only do women bring a diverse perspective to every role and function they serve, but they also contribute massively to the economy. In fact, according to an S&P Global studyOpens a new window , “With an increase in American female labor force participation alone, our research shows that the acceleration to American GDP growth could add $5.87 trillion to global market capitalization over the next 10 years.” However, as women leave the workforce in droves, we are going to have to face a very different reality.

If left unaddressed, this scale of turnover can set women’s workplace gains back a generationOpens a new window . Business leaders must answer with more supportive policies that will prevent future turnover and not ask women to choose between work and family. 

 See More: 3 ways the Pandemic can change the conversation for Women in Tech

How Can HR Teams Hire, Incentivize, and Ultimately Retain Female Talent?

As a mother of five daughters and a woman in tech, I am often asked, “How do you balance work and kids?” The simple answer is, I don’t. It is not a balance but more of a delicate dance that requires give and take at different stages to ensure I can perform at my best when it matters most. While my work is an integral part of who I am, it does not define me. It is one piece of a giant puzzle that, seen together, tells my story. Organizations that aim to retain women, especially working mothers, must provide the policies, tools, and support to encourage women to be whole at work and home. Because when employees feel like they can bring their whole selves to work, they are happier, healthier, and more productive. 

Flexible schedules and hybrid work policies pose enormous benefits for all employees. Flexibility is now a must-have rather than a nice-to-have and will be critical to retaining top-tier female talent. At Hibob, we asked our customersOpens a new window how their company culture supports initiatives to promote women to management. Over 90% cited flexible work models (hybrid, WFH, remote) and flexible workdays (instead of the 9-5), signifying the importance of flexible models to support female employees, especially working mothers. Collaboration tools that allow employees to work asynchronously and engagement tools that connect remote employees and foster a deeper culture will also play a significant role in helping employees feel supported while working from anywhere. 

Companies must also handle the gender gap to support women in the workplace. Closing the gender gap in tech will take time, education, and deliberate action by organizations that value diversity and equality. In my industry, tech, men hold nearly 80% of jobs. To provide equal opportunity to all, recruiters and hiring managers need to address any bias (whether it is explicit or implicit) within the hiring process. One way to do this is by writing more inclusive job ads that encourage more women to apply. For example, some companies eliminated “must-haves” from job descriptions as women are less likely to apply if they don’t meet all the requirements. 

Female representation in the executive and leadership ranks is also hugely important. Women need to be able to look around at their leadership and recognize that at the highest level, there are people like them who have traveled a similar path, climbed the same mountain, and are now paving the way for others. Consider designing a formal mentorship program to grow women leaders from within and build a supportive community for female employees. 

Finally, and potentially most significant, is celebrating the amazing women in your company, industry, and world of work. Create safe spaces for them to engage, learn, succeed and even fail without fear. 

How HR Teams Can Bring in More Female Candidates  

Organizations serious about recruiting top female talent need to find ways to engage with them in their daily lives. While traditional recruiting outlets can be successful, recruiters and HR leaders can benefit from women-focused initiatives. Start by investing in building candidate pipelines focused on women in your industry; partner with organizations that can help you create those pipelines and bring more women into your organization. Engage with collegiate programs educating the future female leaders of your industry. Get to know these women. Nurture them. Offer internships, mentor programs, and training opportunities to build those connections.

Conclusion

Many women were forced out of the workforce due to the unforeseen impacts of the pandemic. Today, it is your responsibility as business leaders and HR executives to bring them back. We need to design the policies and provide the tools to help women reenter the workforce and take off running. 

What steps have you taken to retain and attract women employees into your workforce? Share with us on FacebookOpens a new window , TwitterOpens a new window , and LinkedInOpens a new window .