A widening gap exists between countries that actively support women in the workforce and those that limit flexibility and childcare options. This growing trend will significantly impact the workforce in the coming years, especially as many populations around the world decline. By creating effective laws, policy makers can help women enter the workforce and fill in needed labor gaps. Even individual companies can create policies that welcome women as an essential part of the labor force.
Worldwide employment trends
Many European countries continually expand or update programs for subsidized childcare, parental leave options, and protection for part-time workers. These countries saw increases in the percentage of employed women between the ages of 25 and 54 in recent years, according to a study by the Organization for Economic Cooperation and Development.
In contrast, women in the workforce remain a minority in the United States, which previously had one of the highest percentages of working women. From 1950 to 2000, United States women entered the workforce rapidly. The percentage of employed women in the United States increased from just 37.7% in 1960 to 59.9% in 2000, according to the American Economic Association. However, that trend is changing. The U.S. Bureau of Labor Statistics predicts that the percentage of women in the workforce will decline in the coming years. Many women in the United States are leaving the workforce due to high childcare costs, short, unpaid parental leave, and inflexible policies. An article in the New York Times stated, “Switzerland, Australia, Germany and France now outrank the United States in prime-age women’s labor force participation, as do Canada and Japan.”
Workplace problems for women
Despite improving options for women in many developed nations, women still don’t have the same opportunities within individual companies and career paths. Although many companies claim a commitment to gender diversity, the challenge of putting these goals into practice impedes women’s progress to higher level positions.Women in the Workplace, a detailed study of 134 companies and 34,000 individual employees, revealed several interesting trends.
First, the study revealed that women are less likely than men to have access to networking and business opportunities that advance their careers. Part of the problem is that women are far less likely to receive the initial promotion to a management position, which significantly impacts their progress, career satisfaction, and ability to advance in the future. The study states, “For every 100 women who are promoted to manager, 130 men are promoted.” This significantly lowers the number of women who move up the pipeline to senior leadership positions.
Many people suggest that the disparity between women and men in the workplace is due to the fact that women are less likely to negotiate for raises or promotions. However, this study actually revealed that women and men are equally likely to negotiate for raises or promotions. Unlike men, though, women get negative feedback for these strategies. According to the study, “Women who negotiate for a promotion or compensation increase are 30% more likely than men who negotiate to receive feedback that they are ‘bossy,’ ‘too aggressive,’ or ‘intimidating.’”
Actions for companies and lawmakers
Fortunately, lawmakers and even individual companies can impact women’s roles in the workplace. Individual companies can recruit women with flexible work options. Part-time roles, flexible hours, and remote work opportunities are a great place to start.A Kaiser Family Foundation poll stated, “Of women who identify as homemakers and have not looked for a job in the last year, nearly three-quarters said they would consider going back if a job offered flexible hours or allowed them to work from home.”
Lawmakers can make positive changes, too. Countries with limited options for maternity leave and subsidized childcare can increase the number of women in the workplace by updating their policies to support working women. Countries where women continue to enter the workforce will see continued improvement if they allow policies to evolve along with workforce changes in their country. As populations decline, it’s essential to motivate women to enter the workforce and enable them to advance into leadership roles. Create flexibility and recruit skilled, educated women from around the world.
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