At the height of COVID-19, researchers for Women Lead Change (WLC) found that the women who served as the frontline defense against the pandemic were hardest hit by it as they disproportionately juggled its impact at work and at home. Many were driven from the workforce or took jobs with lower pay and/or fewer hours […]
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- “A lot of women reported that their work has become hybrid in nature. Although there are a lot of debates – from some high-profile companies – about whether their hybrid work will be discontinued, our report suggests hybrid work may be here to stay.”
- “Although a lot of participants noted the benefits of remote work, it also comes with costs – e.g., coordination problem; feelings of isolation. Companies will need to invest resources in addressing these downsides of remote work.”
- “Work-family conflict continues to be a challenge for professional women, especially for those who have more dependent children. To help women cope with work-family conflict, giving them flexibility and control over their schedule is key.”
- “Additionally, to increase retention, organizations need to provide tangible support for women’s career development; managers need to be more supportive of women’s work-life balance; because hybrid work may inadvertently reduce the visibility of women’s work contributions, managers need to be accurately aware of women’s actual workload and work contributions.”