Celebrate Women’s Month by Addressing COVID’s Impact on Women

by Mar 10, 2021Uncategorized0 comments

Do an internet search on the impact of COVID for women, and you’ll find many (hundreds? thousands?) articles from high-powered consulting firms, respected journalists and media venues, bloggers, vloggers, social media influencers, your neighbors, cousins, and working moms. 

Make no mistake, the impact of COVID is huge for women. Hugely negative, that is.

McKinsey, for example, reported that women’s jobs are 1.8 times more vulnerable to the COVID crisis than men’s. Women make up 39% of global employment but account for 54% of COVID job losses.

One important explanation is that women are often the essential worker at home. They’ve been doing an average of 75% of the world’s unpaid care work – childcare, cooking, cleaning – the “second shift” – for a long time (since forever).  

Now, according to the 2020 Women in the Workplace study, mothers are 1 ½ times more likely than fathers to spend an extra 3+ hours per day on housework and childcare.

This is an additional 20 hours per week; a new and unpaid part-time job.

No wonder 76% of mothers of young children indicate childcare is a top challenge in COVID, compared to only 54% of fathers. 

Across the board, mothers are more likely than fathers to reduce their work hours (17% versus 9% respectively), switch to a less demanding job (16% vs 11%), take a leave of absence (15% vs 9%), and move to part time (8% vs 2%). 100% of them say it’s to avoid burnout and maintain their sanity. 

All of this sets back gender equality efforts. The women who reduce hours, change jobs, or take time off will never recoup. In fact, Deloitte reports that 7 out of 10 women believe their career progression will slow down.

Meanwhile, men will gain from these women’s choices (i.e., predetermined destiny) as they continue to climb the ladder of success. They’ll have been at work, after all. 

So, what can you do? 

One option is to provide as flexible a work schedule as your business can handle. While it’s not fair that women take on so much more at home, it’s the reality we’ve lived in for decades and it’s only becoming more real in COVID. The easier you make it on women to remain in the workforce, the more likely they are to stay. 

Be vigilant in your hiring and promotions of women. HR professionals have always looked down on people with gaps in their resume – we might be more forgiving moving forward. If members of your female workforce take a leave of absence, do your best to keep the leave of absence out of your salary increase calculations. 

It’s also important to make it clear you are open and interested in whatever ideas your workforce has for making it work. As a business owner myself, I understand that it’s a tall order to bend and shift your business to fit the needs of every worker. But if you’re too rigid, you’re setting back gender equality… possibly by decades. 

A resource

If you’re in California, I hope you’ll join me on a free webinar with employment law attorney, Chris Olmsted from Ogletree Deakins. We’re going to discuss options for flexible work, how to gain buy-in and positive performance, metrics to evaluate success, wage and hour compliance, essential policies, and more. 

The webinar isn’t necessarily focused on women, but surely your female workforce will benefit.

The webinar is on April 1st at 9 am Pacific. Register here.



About Catherine Mattice Zundel

Catherine Mattice Zundel, MA, SPHR, SHRM-SCP is President of consulting and training firm, Civility Partners, and has been successfully providing programs in workplace bullying and building positive workplaces since 2007. Her clients include Fortune 500’s, the military, several universities and hospitals, government agencies, small businesses and nonprofits. She has published in a variety of trade magazines and has appeared several times on NPR, FOX, NBC, and ABC as an expert, as well as in USA Today, Inc Magazine, Huffington Post, Entrepreneur Magazine, and more. Catherine is Past-President of the Association for Talent Development (ATD), San Diego Chapter and teaches at National University. In his book foreword, Ken Blanchard called her book, BACK OFF! Your Kick-Ass Guide to Ending Bullying at Work, “the most comprehensive and valuable handbook on the topic.” She recently released a second book entitled, SEEKING CIVILITY: How Leaders, Managers and HR Can Create a Workplace Free of Bullying.

6 Common Accidents at the Workplace

Author: Farlyn Lucas Workplace culture has a significant effect on how well we do our work and go about each day. A toxic work environment can negatively impact overall team morale, productivity, and work quality. What "toxic" means, in this case, varies. It can be...

Meet the Team at Civility Partners

In the past few months, we’ve had some new additions to the Civility Partners family and we figured we should make some introductions! Each of us brings a unique perspective and background to the work we do!Catherine Mattice CEO/Founder As you may already know,...

Are you still engaged in #BLM?

As you may know, every Thursday at 9:30 am Pacific I host “Catherine’s Corner” - my LinkedIn Live show where I invite distinguished guests to share their expertise on the working world today. One of my favorite shows was in the beginning with Eric Ellis, the President...

We’re Mad as Hell: Frat Boy Culture in the Gaming World

The sexist culture in the gaming industry doesn’t start and stop with Blizzard. According to this article in Forbes, “In 2020, 41% of video game players in the United States were female. Yet the vast majority of game protagonists are male… According to the 2020 Global...

1 Minute to Benchmark Your Organization

There’s been a lot of information going around about mask and vaccine mandates, return to work policies, and flexible work. There has been a whole lot less information going around about the most important topic: People. We are curious about the people component of...

What Stories Are Floating Around Your Workplace?

Last week we wrote about the internal and external dialogue one might have when considering whether to report bad behavior. It had us thinking about what might have been going through the minds of anyone employed in Cuomo’s office, as they witnessed or were told about...

Are you suurrre your workforce will report toxic behavior?

Recently I saw this article on HR Dive (a great enewsletter, by the way). It’s an interview with Wharton School professor G. Richard Shell, who recently released the book, “The Conscience Code.”   Shell talks about the internal and external dialogue one might have...

5 Tips for Reopening the Workplace + 2 Fantastic Resources

As we transition back to “normal,” employees are going to need extra support to help them through the extremely disruptive experience of the last 18 months. So far, however, it appears there’s a gap in perceptions of how supportive employers have actually been. These...

4 Ways to Measure Success of Flexible Work

Employers around the world jumped into flexible work last year without planning, preparation, or resources. In an unprecedented worldwide transformation of work, millions of people’s lives turned on a dime.   As COVID winds down (I hope) employers are at an impasse....

Defining and Investigating Bullying Behavior

Bullying behavior can take a tremendous toll on targets and witnesses—causing depression, burnout, and even symptoms of Post-Traumatic Stress Disorder, or PTSD. Organizations with employees that report bullying behavior commonly experience reductions in work quality...