Tag: gender

How To Combat Unconscious Bias At Work

Unconscious bias can have a profound impact on the workplace...getty

With more companies embracing diversity, equity and inclusion (DEI) efforts, it’s no surprise that unconscious bias has come to the forefront. Inherent in corporate cultures, unconscious bias (also known as implicit bias) refers to subconscious attitudes that impact how people respond to others at work.

While some implicit biases are directly related to age or gender, others result in judging people based on height, weight or even how attractive someone is perceived to be. Implicit bias can have a profound impact on the workplace. For example, it can influence retention, engagement, productivity, brand reputation and ultimately, the bottom line.

A Harvard Business Review and University of Chicago study surveyed over 1,900 employees of large companies to determine if they perceived bias at work. Those who did were twice as likely not to feel proud of working for their company, three times as likely to plan on leaving within a year and more than four times as likely to feel alienated at work.

Because unconscious bias stems from stereotypes that people are unaware of, it can be difficult but not impossible to detect. Here are some of the most common forms of implicit bias and ways to address them in the workplace.

1. Affinity Bias

Also called similarity bias, this type of bias causes people to be attracted to others who appear to be like them. These similarities could include backgrounds, interests and appearance. For example, if you interview someone who happened to go to the same university, you may automatically feel they are a good fit for the team.

To combat affinity bias, stop and ask yourself why you may be drawn to specific people at work. Also, encourage feedback and try to find common ground with all your colleagues—even those with whom you disagree.

2. Appearance Bias

This type of unconscious bias involves judging someone based on how they look. The physical attributes used to treat people differently include hair color, weight, height and even perceived beauty. According to one academic review published in the scientific journal, Behavioral and Brain Sciences, physically attractive people are more likely to be interviewed for jobs and hired, advance rapidly in their careers and earn higher wages than unattractive individuals.

The good news is that this bias is easier than others to address. A simple example is eliminating photographs or appearance data from the hiring process. In addition, a structured screening process that evaluates candidates before in-person interviews helps avoid appearance bias. By first screening candidates by phone rather than video, you can select the most capable individuals without unnecessary bias impacting the process.

3. Confirmation Bias

Confirmation bias is the tendency to seek out and interpret new information in a way that confirms your own views. It affects our ability to think objectively, leading to bad decision-making. For example, let’s say you are conducting market research for a new product at work—what you anticipate being the next “big thing.”

Although you gather information supporting that it isn’t something consumers want, you classify those data points as outliers to reinforce your original hypothesis.

To avoid this unconscious bias, follow the data when making decisions. For example, in hiring, try not to form initial opinions about candidates based on their names or where they went to school. Instead, ask standardized skills-based questions that provide everyone a fair chance.

4. Gender Bias

Gender bias is a form of unconscious bias where one gender is preferred over another. It most often refers to the favored treatment men receive in the workplace. According to the most recent Women in the Workplace study, only 25% of C-suite executives are women. For every 100 men promoted from entry level to manager, only 87 women are promoted.

One of the most effective ways to deal with gender bias is to train your employees to identify and challenge it directly. You can also avoid it through gender-neutral hiring practices. By implementing blind evaluation techniques such as skills tests and work samples, diversifying your workforce will be much easier.

5. Age Bias

Ageism in the workplace affects people young and old. It refers to treating someone less favorably because of their age. One example is being passed over for promotion because of your age. Another example might include being encouraged or forced to retire.

To combat age bias, promote reverse mentorship where younger workers get paired with a more senior employee. Also, reward workers based on performance rather than tenure. And finally, be sure to craft job descriptions without using potentially discriminatory language like “young team” or “perfect for a stay-at-home mom.”

Left unchecked, unconscious bias can interfere with DEI efforts and developing a healthy workplace culture. Becoming aware of it is the first step. Then it’s critical to take action and lead by example. By understanding the different biases and how to address them, you’ll be able to create an environment that encourages innovation, creativity and diversity.

Caroline Castrillon

Caroline Castrillon

I’m a career and life coach who helps people go from soul-sucking job to career fulfillment. As the founder of Corporate Escape Artist, I made the leap

Source: How To Combat Unconscious Bias At Work

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How IKEA Retail Reached Gender Balance Globally For Leadership Roles

Motorcyclists drive past an Ikea store in Hyderabad, India, on Wednesday, March 23, 2022. Photographer: Dhiraj Singh/Bloomberg..© 2022 Bloomberg Finance LP

When you’re the only woman on a leadership team, it can be hard to feel included during team-building events. Especially when the men spend time in the sauna.

Ulrika Biesèrt, who leads human resources for Ingka Group, whose core business IKEA Retail operates nearly 400 IKEA stores, recalls a time much earlier in her career when she attended an offsite where the group of nine other male leaders visited a sauna. She was the only woman on a distribution center management team.

“I needed to go out and sit outside on a chair when they were doing the team building,” she recalls, now 26 years later. “The worst part was that I was not even reacting”— Biesèrt didn’t think much of it because it was seen as normal at the time.

It wouldn’t be now. On Monday, the global retailer of flat-pack furniture and low-priced yet Scandanavia-chic housewares is announcing it has reached the rare feat of near-gender parity across its top leadership roles. Fourteen of its 31 country CEOs (45%) are now women; women also make up 56% of top retail management teams across its global footprint.

That’s up significantly from a decade ago, the company reported, when only 28% of country CEOs were women and its top retail management teams were just 35% women. (The group’s management, where five of 13 leaders are female, has a bit further to go.)

The figures reached that tipping point in recent years, as leaders like Susanne Pulverer was tapped to run the company’s India unit last year and, in January 2023, Doris Lan became CEO of Ingka’s Denmark operations. (IKEA is run as a franchise system, with Ingka Group being by far its largest, representing roughly 90% of IKEA sales, more than 170,000 employees and 379 stores.)

The International Labor Organization has said a balanced employment ratio is one where no more than 40% to 60% of employees are of the same sex. IKEA’s process of pushing toward gender equity started as early as 2002, when the company’s then-CEO set it as a priority, but started in earnest 10 years ago, Biesèrt says, when the company’s first IKEA Women Open Network meeting was held in Sweden with top leaders from across the company.

“We were really shaken by the fact that we were so not equal,” recalled Biesèrt in an interview with Forbes. A facilitator at the 2013 meeting helped jumpstart the process with “a little bit of shame that we—who are priding ourselves on our values—how come we are not better than this?” After the event, the company set a target to reach 50/50 gender balance within 10 years.

Biesèrt credits a range of factors, from involvement by the CEO to revamping all the company’s human resources processes to implementing bias training, pay reviews and new hiring rules. “It’s very systematic,” she says. “It’s not in bits and pieces … there was kind of a mind shift.”

Still, certain practices had impact. “One of the key factors, I think, was when we started measuring,” Biesèrt says. When leaders could see that gender balance “was one of the absolute top priorities” in their stated goals, they tied it to their performance metrics.

Another, she said, was getting beyond having only a token woman on a leadership team, or even two, but reaching critical mass that allowed others to see the diversity of female leaders. “When you have three or more you actually have more impact,” as it helps with “realizing that we are not fully the same.”

For top leadership positions, the company also requires that the final candidates for each job are always one male and one female leader, Biesèrt says. “You can’t only come with two men” to a final slate of candidates, she noted.

Pay is another factor: In 2021, the company began banning salary history questions across its operations, offering pay based on a job’s value rather than a woman’s ability to negotiate and helping avoid the entrenchment of past pay gaps. The company says it has also worked to reduce gaps in pay that cannot be explained by differences in experience or scope of work, cutting the “unexplained” gender pay gap in similar jobs from 8.04% in its 2020 fiscal year to 4.84% in 2022.

Finally, it may seem unsurprising that Sweden-based IKEA, which is known for generous parental leave for both men and women, has reached parity faster than many companies. And indeed, it does offer more in terms of parental leave in many countries—which could prompt more women and men to return to their jobs after becoming parents—than what is required by law.

In India, for instance, where there is no mandated paternity leave for men working for private firms, IKEA offers full salary and benefits for both women and men for 26 weeks. In the U.S., which has no federal requirement for paid parental leave, it offers up to 16 weeks for mothers and fathers, in addition to paid disability leave.

Biesèrt acknowledges the company’s Swedish roots are influential—but not the whole story. “We’re brought up as Swedes, but I think the starting point sits in our culture,” she says. “Being ‘for the many, by the many’—the many is both men and women.”

Jena McGregor

I am a Senior Editor at Forbes, leading our coverage of the workplace, careers and leadership issues.

Source: How IKEA Retail Reached Gender Balance Globally For Leadership Roles

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Superior Muscle Growth Plan B Workouts Your Favorite Workout Splits

Do you want to build lean muscle and get your “goal body” as quickly as possible? Do you want to do this WITHOUT gaining excess body fat, spending all of your time in the gym, using a diet or workout that isn’t customized to you, or doing myth-based nonsense that only works for people with amazing genetics?

Superior Muscle Growth is the ultimate science-based program for building your ideal body, regardless of your age, genetics, gender, body type, available schedule, or specific goals. This step-by-step plan has been tested, adjusted, and improved over a span of 15 years by myself, my hundreds of clients, and the thousands of men and women who have come to me for help and advice.

Do you work out at home with nothing but some resistance bands, or a few dumbbells, or just your own body weight? If so, I’ve written the ultimate guide to getting the results you want without a gym. I call it: The Home Workout Guide

It contains beginner, intermediate, and advanced home workouts. 2-day, 3-day, 4-day, and 5-day home workouts. Body weight options, dumbbell options, and resistance band options. 170+ home exercises to choose from, with video examples for each. And so… much… more.

Do you want to lose body fat and get leaner in the easiest and most effective way possible? Do you want to do it WITHOUT losing muscle, feeling hungry all the time, giving up your favorite foods, doing 100 hours of cardio, or struggling with plateaus, motivation, metabolic slowdown, and everything else that sucks about losing fat?

Superior Fat Loss is the most effective approach to losing fat quickly, safely, and easily, while eliminating every single problem that prevents most people from reaching their goal or maintaining it afterwards.

My work involving fast food nutrition was used in a study called The Effect Of Fast Food Restaurants On Obesity And Weight Gain, which was published in the American Economic Journal in 2009/2010. My work has appeared in textbooks published by Pearson Education (Teaching Today’s Health, 10th Edition), among others.

In several years since, this “Plan B Workouts” website has become the place where I’ve done all of my writing, and it’s grown into significantly more than just a guide to creating “plan b workouts.” (So yeah, the name is semi-weird, but at least the story behind it makes sense.)

Throughout this period, my workout and diet guidelines have been recommended by doctors to their patients, used by teachers in schools and universities, and utilized by members of local law enforcement and military.

My diet/training programs have been adapted by coaches, trainers and diet professionals at every level, and used by natural bodybuilders, figure competitors, models, and athletes. I’ve written a few books – Superior Muscle Growth, Superior Fat Loss, and The Home Workout Guide – each of which has been read by tens of thousands of men and women, with overwhelmingly positive feedback.

Over 215,000 people are actively subscribed to receive email updates from me to ensure they never miss a thing that I put out. My work has been seen by millions of people from all over the world, in every country imaginable, and translated into a variety of different languages.

Back in 2001, when I was just 18, I wrote about this experiment I did with ab exercises to prove that spot reduction was a myth and no amount of ab workouts or As-Seen-On-TV ab gadgets (which were at the height of their popularity at the time) would actually burn belly fat. It became so popular that I was contacted by a Fox TV station and scheduled to appear live on air for a segment they were doing on infomercial ab machines. (9/11 happened soon after, so I never got to make my TV debut.)

But hey, I have good news! I’m here to help prevent your head from exploding. To do this, I’m going to help you find exactly what you need and clearly lay it all out for you. Kinda like a little website tour, so to speak.Ready? Let’s begin…

  • The Weight Training Guide
  • The Diet Guide
  • The Beginner Workout Routine
  • The Muscle Building Workout Routine
  • The 5-Day Workout Routine
  • My 4 Favorite Workout Splits
  • Losing Fat
  • Building Muscle
  • Diet & Nutrition
  • Common Myths

If you like what you’ve seen here, chances are you’re going to like the new (free) content I put out on a regular basis. To ensure you never miss a new article, program or guide of some sort, I’d highly recommend subscribing. This way, whenever I put out something new, you’ll get a quick email letting you know. As a bonus, I’ll also send you a copy of The 9-Step Diet Checklist for free as a thank you for subscribing.

Source: Superior Muscle Growth – Plan B Workouts

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5 Tiny But Impactful ‘Microaffirmations’ To Make Everyone on Your Team Feel Valued and Included

When it comes to making sure colleagues from different backgrounds feel comfortable at work, tiny things really do matter. We often hear about how “microaggressions” like always expecting female employees to organize birthday cards or questioning non-white colleagues about “where they’re from” can alienate, exhaust, and distract people at work.

But the opposite is also true. Even small actions and moments of thoughtfulness can make people feel welcome, valued, and included. New research out of the University of Kansas, for instance, found simply having male allies who spoke positively about gender equality helped make women working in unbalanced tech and science fields feel more supported.

Microaggressions matter, but so too do “microaffirmations.” These “are little ways that you can affirm someone’s identity; recognize and validate their experience and expertise; build confidence; develop trust; foster belonging; and support someone in their career,” according to Change Catalyst CEO Melinda Briana Epler, who has worked on diversity issues for 25 years.

Microaffirmations cost nothing and take mere seconds but can make a big difference to how well your company lives up to its ideals (and attracts and retains diverse talent). In a recent TED Ideas post, Epler laid out 13 of them, but here are five to get you started.

1. Mirror the language that someone uses to describe their own identity.

Can the fast-changing rules about the “right” words to use around sensitive subjects and identity markers seem confusing sometimes? Sure, but there’s an easy solution that doesn’t require keeping up with complicated theories or ever-changing debates. Just talk about people the way they talk about themselves.

“Listen and learn how someone pronounces their name, describes their identity and uses their pronouns. Then mirror the language they use to describe themselves — it shows them you’re paying attention and that you care about them,” instructs Epler.

2. Acknowledge important holidays and life milestones.

Not everyone in your office may celebrate the same holidays or tick through the same life milestones. But everyone you work with deserves to have the biggest occasions in their lives recognized by their colleagues.

“Keep an eye out for key moments that might be important in someone’s life, and recognize them. You might wish them a lovely Diwali if they celebrate it,” Epler offers as an example of a long list of potentially relevant occasions including Juneteenth, Ramadan, Yom Kippur, Pride Month, etc.

3. When someone isn’t participating, take notice and support them.

It’s easy to write off someone who is quiet in meetings or brainstorming sessions as simply short of courage or ideas, but if you do so, you’ll likely miss out on both valuable insights as well as a chance to bring out the best in your people.

“A person who is feeling marginalized or excluded, tokenized or like an impostor may sideline themselves — by not speaking up, not contributing, not showing up. In the remote workplace, people may turn off their video because they aren’t engaged, don’t have a home environment they want to show on video, feel excluded, or are burned out from inequities and exclusion. Check in with them, and see if and how you can support them,” advises Epler.

4. Invite someone to speak and share their expertise.

If you’re invited to speak on an all-white guy panel or notice a certain sameness in who gets chosen for the big presentations around your office, fixing that lack of diversity isn’t just in the hands of the organizers. Epler urges those with clout to help push forward underrecognized talent in their professional circles.

“If you’ve been invited to give a speech or presentation, ask if you can bring an expert colleague with you to the stage, or consider stepping back and recommending someone who isn’t often asked to speak,” she suggests, adding that “if you’re asking someone to share their expertise at a corporate event or at an event that makes a profit, make sure they are paid equitably for their expertise.”

5. Provide both positive feedback and constructive criticism.

Studies show that women in particular are often give only “nice” feedback that ignores areas for improvement and robs them of opportunities to learn and grow. So be cognizant of your constructive criticism and make sure you’re not shying away from sometimes awkward but ultimately beneficial conversations with certain members of your team.

On the other hand, Epler reminds bosses to also remember to mix praise for what’s positive in with notes on what to work on. “When I was in film school working with actors, one of my directing teachers taught us that you should always give an actor two to three pieces of specific positive feedback before providing negative or constructive feedback. It can make a big difference in their next performance,” she writes.

Author image for Jessica Stillman

By Jessica Stillman, Contributor, Inc.com@EntryLevelRebel

Source: 5 Tiny but Impactful ‘Microaffirmations’ to Make Everyone on Your Team Feel Valued and Included | Inc.com

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Why Women Are More Burned Out Than Men

Statistics show that stress and burnout are affecting more women than men en masse. Why – and what happens next?

When Jia, a Manhattan-based consultant, read Sheryl Sandberg’s bestselling book Lean In in 2014, she resolved to follow the advice espoused by the chief operating officer of Facebook.

“I’d just graduated from an Ivy League business school, was super pumped up and loved the idea of leaning in,” says Jia, whose last name is being withheld to protect her professional reputation. “Learning to self-promote felt so empowering, and I was 100% ready to prove that I was the woman who could have it all: be a high-powered career woman and a great mother.”

But today, the 38-year-old strikes a different tone. For years, she says, she feels like she’s been overlooked for promotions and pay rises at work on account of her gender, particularly after becoming a mother in 2018. Since then, she’s picked up the brunt of childcare responsibilities because her husband, who is a banker, has tended to travel more frequently for work. That, she adds, has given her a misguided reputation among her colleagues and managers – the majority of whom are male – for not being professionally driven.

Then when Covid-19 hit, it was as if all the factors already holding her back were supercharged. When her daughter’s day care closed in March 2020, Jia became the default caregiver while trying to stay afloat at work. “I was extremely unmotivated because I felt like I was spending all hours of the day trying not to fall off an accelerating treadmill,” she explains. “But at the same time, I felt like I was being trusted less and less to be able to do a good job. I could feel my career slipping through my fingers and there was absolutely nothing I could do about it.”

In early 2021, Jia’s therapist told her she was suffering from burnout. Jia says she’d never struggled with her mental health before. “But now I’m just trying to get through each week while staying sane,” she says.

Jia’s story is symptomatic of a deeply ingrained imbalance in society that the pandemic has both highlighted and exacerbated. For multiple reasons, women, particularly mothers, are still more likely than men to manage a more complex set of responsibilities on a daily basis – an often-unpredictable combination of unpaid domestic chores and paid professional work.

I could feel my career slipping through my fingers and there was absolutely nothing I could do about it – Jia

Though the mental strain of mastering this balancing act has been apparent for decades, Covid-19 has cast a particularly harsh light on the problem. Statistics show that stress and burnout are affecting more women than men, and particularly more working mothers than working fathers. This could have multiple impacts for the post-pandemic world of work, making it important that both companies and wider society find ways to reduce this imbalance.

Unequal demands

Recent data looking specifically at burnout in women is concerning. According to a survey by LinkedIn of almost 5,000 Americans, 74% of women said they were very or somewhat stressed for work-related reasons, compared with just 61% of employed male respondents.

A separate analysis from workplace-culture consultancy a Great Place to Work and health-care start-up Maven found that mothers in paid employment are 23% more likely to experience burnout than fathers in paid employment. An estimated 2.35 million working mothers in the US have suffered from burnout since the start of the pandemic, specifically “due to unequal demands of home and work”, the analysis showed.

Women tend to be dealing with a more complex set of work and personal responsibilities, leading to stress (Credit: Getty)

Experts generally agree that there’s no single reason women burn out, but they widely acknowledge that the way societal structures and gender norms intersect plays a significant role. Workplace inequalities, for example, are inextricably linked to traditional gender roles.

In the US, women still earn an average of about 82 cents for each dollar earned by a man, and the gap across many countries in Europe is similar. Jia’s firm does not publish its gender pay-gap data, but she suspects that it’s significant. Moreover, she thinks many of her male peers earn more than her, something that causes her a huge amount of stress.

“The idea that I might be underselling myself is extremely frustrating, but I also don’t want to make myself unpopular by asking for more money when I’m already pushing the boundaries by asking my company to make accommodations for me having to care for my daughter,” she says. “It’s a constant internal battle.”

Research links lower incomes to higher stress levels and worse mental health in general. But several studies have also shown more specifically that incidences of burnout among women are greater because of differences in job conditions and the impact of gender on progression.

In 2018, researchers from University of Montreal published a study tracking 2,026 workers over the course of four years. The academics concluded that women were more vulnerable to burnout than men because women were less likely to be promoted than men, and therefore more likely to be in positions with less authority which can lead to increased stress and frustration. The researchers also found that women were more likely to head single-parent families, experience child-related strains, invest time in domestic tasks and have lower self-esteem – all things that can exacerbate burnout.

Nancy Beauregard, a professor at University of Montreal and one of the authors of that study, said that reflecting on her work back in 2018, it’s clear that Covid-19 has amplified the existing inequalities and imbalances that her team demonstrated through their research. “In terms of [the] sustainable development of the human capital of the workforce,” she says, “we’re not heading in a good direction.”

A pandemic catalyst

Brian Kropp, chief of human resources research at Gartner, a global research and advisory firm headquartered in Connecticut, US, agrees that while many of the factors fueling women’s burnout were in play before the pandemic, Covid-19 notably exacerbated some as it forced us to dramatically overhaul our living and working routines.

When the pandemic hit, many women found that their domestic responsibilities surged – making juggling work even harder (Credit: Getty)

Structures supporting parents’ and carers’ lives closed down, and in most cases, this excess burden fell on women. One study, conducted by academics from Harvard University, Harvard Business School and London Business School, evaluated survey responses from 30,000 individuals around the world and found that women – especially mothers – had spent significantly more time on childcare and chores during Covid-19 than they did pre-pandemic, and that this was directly linked to lower wellbeing. Many women had already set themselves up as the default caregiver within their households, and the pandemic obliterated the support systems that had previously allowed them to balance paid employment and domestic work.

That’s exactly what Sarah experienced in March 2020, when schools across New York first closed. “Initially the message was that schools would stay closed until the end of April, so that was my target: ‘Get to that point and you’ll be fine’,” recalls the Brooklyn-based 40-year-old. Now, more than 18 months into the pandemic, her two sons, aged 6 and 9, are only just reacquainting themselves with in-person learning, and Sarah’s life has changed dramatically.

In April 2020, for the first time ever, she started suffering from anxiety. The pressures of home-schooling her children while working as marketing executive for a large technology company overwhelmed her. She couldn’t sleep, worried constantly and felt depressed. Worst of all, she felt like whatever she did was inadequate because she didn’t have enough time to do anything well.

Six months into the pandemic, it was clear something had to change. Sarah’s husband, a lawyer, was earning much more than her, and had done so since they got married in 2008. So, in August 2020 the couple jointly decided that Sarah would leave her job to become a stay-at-home mother. “Before this, I never really knew what being burned out meant,” she says. “Now I know beyond a shadow of a doubt.”

Sarah’s experience is emblematic of a much broader trend. In September last year, just as the pandemic was gaining pace, more than 860,000 women dropped out of the US workforce, compared with just over 200,000 men. One estimate put the number of mothers who had quit the US workforce between February and September last year at 900,000, and the number of fathers at 300,000.

As women lost crucial social lifelines during lockdown which may have been emotional and physical outlets for stress, it’s clear that the abrupt avalanche of extra domestic responsibilities pushed many who were already busily juggling home and work life further than they could go.

‘What’s the cost?’

One of the greatest concerns workplace experts harbour is that poor mental health among women in the workplace could discourage future generations from setting ambitious professional goals, particularly if they want to start a family. That could exacerbate the gender inequalities that already exist in terms of pay and seniority in the labour market.

Data indicate that this is indeed a legitimate concern; statistics collected by CNBC and polling company SurveyMonkey earlier this year showed that the number of women describing themselves as “very ambitious” in terms of their careers declined significantly during the pandemic. Data from the US Census Bureau shows that over the first 12 weeks of the pandemic, the percentage of mothers between the ages of 25 and 44 not working due to Covid-19-related childcare issues grew by 4.8 percentage points, compared to no increase for men in the same age group.

In terms of [the] sustainable development of the human capital of the workforce, we’re not heading in a good direction – Nancy Beauregard

Equally, there are concerns about how new ways of working such as hybrid could impact on workplace gender equality. Research shows that women are more likely than men to work from home in a post-pandemic world, but there’s evidence that people who work from home are less likely to get promoted than those who have more face-time with managers. “Women are saying, I’m working just as hard and doing just as much, but because I’m working from home, I’m less likely to get promoted,” says Kropp. “That’s extremely demotivating.”

Dean Nicholson, head of adult therapy at London-based behavioural health clinic The Soke, suggests that perceptions of fairness – or otherwise – could impact on women’s workplace participation. “When the balance of justice is skewed against us in the workplace, then it’s invariably going to lead to negative feelings, not just towards the organisation, but in the way that we feel about ourselves and the value of our contribution, as well as where we’re positioned on a hierarchy of worth.”

To prevent an exodus of female talent, says Kropp, organisations must appreciate that old workplaces practices are no longer fit for purpose. Managers need to fundamentally rethink how companies must be structured in order to promote fairness and equality of opportunity, he says. That means pay equality and equal opportunities for promotion, as well as creating a culture of transparency where everyone – mothers, fathers and employees who are not parents – feels valued and can reach their professional potential while also accommodating what’s going on at home.

Steve Hatfield, global future of work leader for Deloitte, notes that mothers, especially those in senior leadership roles, are extremely important role models. “The ripple effect of what they’re seen to be experiencing right now has the potential to be truly profound on newer employees, and so it’s up to organisations to prove that they can accommodate and cater to the needs of all employees,” he says.

As such, Hephzi Pemberton, founder of the Equality Group, a London-based consultancy that focuses on inclusion and diversity in the finance and technology industry, emphasises the need for managers to be trained formally and to understand that the initiative to create a workplace that’s fit for purpose must come from the employer rather than the employee. “That’s absolutely critical to avoid the risk of burnout,” she says.

But Jia, who says she’s now on the brink of quitting her job, insists that notable changes need to happen in the home as well as the workplace. “What’s become abundantly clear to me through the pandemic is that we all have a role to play in understanding the imbalances that are created when stereotypical gender roles are blindly adhered to,” she says. “Yes, of course it sometimes makes sense for a woman to be the default caregiver or to take a step back from paid work, but we need to appreciate at what cost. This is 2021. Sometimes I wonder if we’re in the 1950s.”

By Josie Cox

Source: Why women are more burned out than men – BBC Worklife

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