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.
We’re positively delighted to give a big shout-out to our client Salesforce on the announcement of their new addition, the brand new child care center, “Little Ohana.”
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.
Take a good look at your benefits programs this fall. If your platform is set up to handle the chaos of the back to school season it can handle anything.
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.
One of the greatest obstacles to an employee’s workday (and so things like business continuity and productivity) is a child with sniffles. The CDC says about 22 million school days are lost annually to such occasions. So workplaces have good incentive to ask the question: what should parents do?
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.