continuing to strain workforces, smart leaders will invest in reversing the she-cession by making structural changes in how we work that emphasize flexibility. Failure to do so will push more women to their breaking point, and out of the workplace. But it is not women who are broken, it’s the system. And 2023 will be the year to start fixing it.research
But, too often, the conversation about flexibility is limited to just the “number of days in the office.” In 2023, the meaning of flexibility will move beyondyou work. Ninety-five percent of female desk workers want flexibility in their schedules—more choice in how they structure their days aside from the occasional appointment out of the office—and the majority are not getting that option today.
To combat proximity bias, leaders will become increasingly cognizant of how employee performance is measured during promotion reviews and feedback cycles. Research shows thatto receive feedback based on the outcomes they deliver, whereas women’s evaluations are more likely to be rooted in personality traits.
Just unfollowed wired.
Women are underpaid so they want to downshift? That makes no sense. Women get same pay for same work as men and women have the option of downshifting or leaving the workforce as their husbands will support them. Men do not have that option.