Any time the subject of working mothers comes up, there’s a subtle yet unmistakable undertone of what might be called “accommodation.” It’s as if a woman’s “real” job is to be home with the children; as if she’s being “allowed” to work…as a gift. It’s time to upend that mentality once and for all.
Businesses need women. So it’s no surprise that some historically male-dominated specialties – law, consulting, and tech among them — are taking definitive steps to reevaluate their approaches to retaining them.
There’s plenty in the news about getting more women into leadership. But, we’ve seen the reality that gender equity is not going to change until men are involved as well. A key ingredient? Paternity leave.
Working mothers learn early that they’ll have to shift gears to squeeze so much into so little time. And business leaders are recognizing their value.
A recent article says “Americans Are Choosing Paid Jobs Over Family Caregiving.” Trouble is, it’s not exactly true.
In this competitive talent market, we need women’s contributions. And to get them, we, as employers, coaches, and managers, need to listen to what they want and need.
On July 1st, our neighbors to the north celebrated Canada Day. Among the facts we learned: Canadians are doing a much better job keeping women in the workforce than we are. Here’s what we can learn from them.
Prevailing notions about women are not just stymying women’s careers, they’re actively driving them backwards. And they’re among the things that will have to change for organizations to get women’s best contributions at work.
Did you hear? Wonder Woman cleaned up at the box office. What will it take for women to be equally successful at work? How about a man who can pick up the kids?
For the first time ever, women in their 30s are having more babies than women in their twenties. It’s part of a shift that employers shouldn’t ignore.