Something to think about
When I was doing research for my Master Thesis, last year, I realized so many great forward steps had been taken long time ago, for instance Becker (1964) “Human Capital” explaining how investing into individuals education and training is more important than any other investment. It was disturbing for me to realize that since women started writing about this in 1940s, society haven’t made enough effort to progress and change something.
Also, De Beauvoir S. (1949) on how she explains importance of different approach towards women, Kanter R.M. (1977) “Men and women of the corporation”, Krugman P. (2011) “More Thoughts on Equality of Opportunity“ on importance of creating more equality into society, something that Nordic countries implemented like effective immediately, which is impressive, yet the rest parts of the world are moving slowly towards the same goals, data and statistics are showing that the world is moving towards equality, however is extremely slow. Furthermore, Kneen P. (1984), Rawls J. (1973) on explaining theory of justice. Meaning, that all economically and socially privileged positions must be open to all people equally. Schwarz, F.N. (1989) on explaining how and why it’s crucial to approach workforce differently, specifically embracing importance for flexibility for women as resources for corporations and organizations. As well importance of maternity and paternity leave and pointing that humans can’t forget about their private life while working. Private and professional are both part of their identity, who they are. They can focus better when they know their children are safe. Tajfel H., Turner J.C. (1986).
Furthermore, on importance of multiple roles, and how is that enriching individuals and making them better humans as explained in (Barnett and Hyde, 2001). In fact multiple roles are, in general, beneficial for both women and men, it’s reflected in mental health, physical health and health of a relationship. It was already well studied by (Clance, 1978) that career interruptions and turnover are expensive, but still companies are struggling on how to reduce that cost?
The fact that half of the world’s population is actually women, and that they will have career interruptions, and that talent pool is getting smaller by avoiding them, why not just change approach? Implementing already researched solutions, therefore increasing inclusion and making it possible for them? Evidently there is a shortage in talent pool, that gender can’t be allowed to matter. Then what about transgender policy and benefits?(Catalyst,2004) found connection between positive influence of gender diversity inside the companies and profit growth. Importance of removing unconscious biases when recruiting and hiring people, as explained by social identity theory (Tajfel and Turner, 1986). Human biases in hiring have long been a concern, even with AI , data shows from Fetcher Recruiting Trend Report 2022 that men are still sourced twice as often as women.
Definitely researched problems for years such as “invisible barriers” that women can encounter at work such as “sticky floor”, “leaky pipeline”, or “maternal wall” with “glass ceiling". And the way of approaching humans, not as machines which was influenced after industrial revolution, but as we talk about human capital, not any other material resources. Thinking about the beneficial diverse experiences that someone can bring to the table, it is painful to watch so many women leaving the workplace. For instance discoveries on human capital efficiency at work have been done 50 years ago, yet it takes so long to get that into the practice. The way from academic research to practice is way too long or not even reached yet? Let’s think about changing workplace and adjusting it to all genders. Because let’s face it workplace today still requires improvements.
Changing workplace conditions and adjusting it to accommodate women it should be general law for everyone, not just certain companies. We have half of the world’s population who are not fulfilling their potential, not returning to work, staying of the market because of lack of adjustment at workplace.
Today, when thinking about strategies, we have to be mindful about what people want. Working remotely has become norm, we can't just push employees to go back to office, but we have to adjust flexible schedule that work for all.
