Addressing Disproportionate Work Across Industries

Women, especially women of color, are shouldering the burden of job losses, childcare, and navigating the current state of the world. The pandemic has contributed greatly to this burden, but there are factors like childcare demands, labor shortages, distribution of benefits, racial injustice, microaggressions, increased burnout, limited career growth, and constrained opportunities found in the already broken system pre-pandemic. Individuals are underrecognized, underpaid, and their value is understated.

Published in a recent Axios article, the American workweek has gotten 10% longer over the last two years. New data shows that one in three women are actively considering slowing down their career trajectory. With all of the talk from companies about work life balance and creating a supportive and inclusive workplace, women, and specifically women of color, are experiencing extreme burnout and turning to alternatives to put out the fire.

Throughout the conversation with Ursula Mead, Founder and CEO of InHerSight, an anonymous company review platform with the largest database of women-rated companies, we discussed how data and insight can help women make more informed career decisions. Organizations like InHerSight are emboldening the female voice and emphasizing proven business models to support strong leaders in an honest and balanced way. Companies expected to thrive are those that are listening, acting, and being transparent throughout their journey. Organizations that have intentional ESG Programming and are successfully integrating DEI practices, like B Corps, are rising above, while others are experiencing high levels of resignation, which leads to lower levels of innovation, morale, and ultimately customer satisfaction.

What matters when measuring employee satisfaction?

InHerSight measures beyond the benefits companies list on paper, but how they are implemented in practice. There may be excellent representation documented publicly, but female voices may not be genuinely respected and valued within an organization. The employees’ experience is equally or even more important than the benefits and values that the company may provide. Measuring the level of opportunity, flexibility, holistic mental, physical, and financial enrichment, family support, and nurturing a culture of belonging quantifies the factual level of employee satisfaction.

What are women saying right now?

Tens of millions of data points have been measured and compared over the years and across industries. When analyzing the trends, gaps, and improvements through InHerSight’s anonymous polling, Ursula mentions a visible improvement in the Finance Industry. Active listening is equipping companies to learn how to offer effective support, racial equity, and strengthening inclusive workplace decision making. Less than 15% of women are likely to apply, accept, and remain at companies that lack visible and measurable DEI standards. Companies have to do the work to foster an environment of inclusion and employees must do the research to make sure they are entering an environment where they can succeed.

What are companies saying right now?

The leading topic of conversation that InHerSight is evaluating is the discussion around remote work. Data shows an enormous amount of reluctance from employees being asked to return to the office in a pre-pandemic format. Companies are concerned about the logistics of it all and questioning how to provide equal access to opportunity while supporting flexibility. In response, companies are changing their return to office policies and crafting procedures to support the balance between career advancement and flexibility.

What are B Corps saying right now?

Organizations that are B Corp Certified prioritize employees, among many things, to secure a purposeful and profitable company. Through the third-party verification process, current and potential employees can feel secure in knowing that B Corp Certified organizations are committed to employees’ financial, physical, professional, and social well-being. By analyzing an organization’s level of provided financial security, career development programs, health, wellness, and safety benefits, and employee satisfaction ratings, the B Impact Assessment identifies whether a company is designed to deliver a specific and positive impact for its workers.

There is good news!

There is immense value in listening to employees and more companies are acknowledging this necessity and adapting based on what is being said. Organizations are obtaining employee insight and feedback through many mediums like one-to-one conversations, town halls, and anonymous internal and external polling, which is providing the playbook for positive change. More women are sharing their experiences, and through that process, companies are better able to assess their benefits and cultures, and provide the support needed to move the needle for gender equity.

What can I do right now?

Be an ally. There are resources available from Hollaback! to equip employees on how to be an effective bystander in the midst of workplace harassment. You can make the pledge with 100 Hundred Actions to advance equality, equity, sustainability, belonging, and inclusion at work.

Do your research. Get educated and involved by partnering with impactful organizations that are driving change. Charitynavigator.org is a great place to find highly-rated charities that defend civil rights, protect legal rights, and promote tolerance and understanding.

Support those experiencing burnout. Whether it is you, a friend, a direct report, or a colleague, burnout is real. Encourage frequent calendar audits, tracking of activities that rejuvenate and those that demoralize, and determine what fuels energetic innovation for the individual. Stagger dynamic activities throughout the day and treat them as non-negotiable appointments that are vital for health and wellbeing. Because they are.

Share the story. Those that are transparent, listening, and acting are finding their voice to share their experience with others. Not sharing is hurting organizations more than disclosing the authentic state of an organization’s current DEI statistics. Effective storytelling allows unique experiences to be publicized and leaders can share how DEI has helped. Talking about this allows it to be part of the corporate culture and inspires others to participate.

Share your feedback. The number one thing you can do is share feedback through InHerSight and leverage their free career resources. Understanding everything from Employee Resource Groups, how to be an ally, negotiation tactics, confidence building, and more, will continue to move the workforce to a more positive place.

Help women, help employers, and contribute towards a better workplace. Connect with us anytime and join the conversation!