Use our LinkedIn Login to download this post to PDF or save it to MyLibrary!
This post was contributed by Susan Wells, freelance business writer.
Editor’s note: While some may not consider this topic to be part of transformational leadership and/or leadership development, there has been a consistent conversation for decades on the needs of the family, especially the mother, while maintaining a career. We have decided to include this topic in our leadership series as we feel the necessary changes will have to come from the C-Suite on down — only God knows for how long the necessary changes have been attempted to be pushed up to the C-Suite to the very people their company says will provide for the needs for maintaining their family when they were hired.
The workforce globally will shrinking by 30% (or more in some areas) between 2012 and 2020 yet many countries have an entire half of their population that is being ignored for various reasons and beliefs. When taking into account the total number of eligible people that can work between the ages 18 to 65 years of age and comparing that to the total number actually working, one can easily summarize that we don’t have a workforce or resource problem. What we have is a skills problem as more than half of that eligible population are sorely short on knowledge and talent.
All of this means there is an added demand on young families to produce more with less as well as somehow balance a family in the interim. C-Suites need to own and acknowledge the fact that protecting their worker’s families will protect their own future as well as provided an immediate benefit of increasing their own chances of employee retention — least they discover too late that their top talent is working for their competition that does.
Leadership needs to change with change -- and yet still discern what and which principles should not be forsaken.
The HRIS World Transformational Leadership Series™ takes both a high-level as well as up-close look at what it takes to inspire commitment so to achieve the vision of a preferred future, the very definition of Transformational Leadership.
Hashtag for The HRIS World Transformational Leadership Series™ is #thwTLS
For more information about this series, feel free to click the blue contact us button on the lower right of your screen to let us know how we can assist -- or if you are reading this by our newsletter, then hit the reply button to get back to us!
Recently, the Atlantic Monthly published a controversial feature, “Why Women Still Can’t Have it All”, in which author Anne Marie Slaughter argues that, for all our rhetoric about women having real opportunities in the workplace, not a whole lot has changed in the past few decades.
More specifically, Slaughter says that maintaining a true work-life balance is not yet a reality, because most employers only pay lip-service to supporting their employees and their families.
While I believe that changing this work-life imbalance must occur on the level of state and government policy, employers can still do something about it.
Here’s how to create a women-friendly workplace…
Most Work Places Are Now Internet Savvy
We live in the 21st century, and there are very few information-based jobs I can think of that can only be done from a very specific location.
Of course, there’s value in having all your employees centrally located in one office, since it creates camaraderie and unity.
Instituting a work from home policy, if appropriate, demonstrates that you are a flexible employer who values quality work over “rules” that don’t necessarily make sense.
Of course, a work from home policy need not mean that employees can work from home all the time. But it should be an option, especially for women (and men) who have families.
Myth: Quality Work Does Increases With Increased Work Hours
Don’t glorify staying at the office late – encourage the efficient use of time.
Many employees feel as though they need to demonstrate they are working hard, instead of actually working hard.
This idea arises from the fact that employers often equate staying late in the office to hard, quality work.
But when employers glorify staying late, a situation is created in which all employees feel pressured to stay as late as they possibly can to show their worth.
Instead of praising those who stay late, praise those who work efficiently and leave after a job well done.
Be Sure Your Health Services Offer Women-Centric Services
Choose health insurance providers for employees that cover services important for women.
post continues after these free offers
Today's Featured Free Offer
You're Doing it Wrong
Change Management for Your Organization
I am a recovering change management consultant. Over the last 20 years or so, I’ve focused my career primarily in the people change management space. My job was to help companies realize the ROI of their multi-million dollar investments – whether they be investments in organizational redesign, new systems or large scale business transformations – by mitigating resistance, creating buy-in and driving adoption. The way to do that was to get the people on-board with what was happening. If they stopped resisting what was inevitable and just adopted the change, then all would be right in the “corporate” world. And I use the term “corporate” as a catch-all. These challenges and my project work spanned industries and organizations, from non-profit and government to privately owned and publicly traded enterprises.
The challenge is and always will be people. People will make or break the success of any change a company wants to make. So my job was part data analysis, part coaching, part writing, part training and part shrink. Get into the heads of the people to figure out what they wanted and find a way to make this change something they want. Or better yet – need. Call it marketing. Call it change management. Call it what you want. No matter how you slice and dice it, or whatever you call it, I was doing it wrong. And so are you.
If we apply the “Ask, Listen and Do” mindset to this problem, we as change management professionals can increase our effectiveness while enabling organizations to actually realize the ROI of their big dollar investments.
Let’s look at 2 different change management models to see the difference and similarities: Lewin's Change Management Model and Prosci's ADKAR Model and 3-Phase Process.
Offered Free by: POPin
post continues from above
Although you may not realize this, health insurance providers really do vary from company to company.
If you provide health insurance for your employees, select a provider which offers services that are important for women specifically.
Some providers are more flexible in offering affordable care for services like family planning, pap smears, and other related services.
Focus On Employees’ Needs As Well As Ambition
Refrain from making assumptions about women with families.
One excellent point that Slaughter notes in her article is that employers make assumptions, even if they don’t realize it.
Slaughter offers the example of two equally talented and competent employees, one who does marathon running in his spare time and one who cares for her very young children.
The assumptions made about the marathon runner is that, since he wakes up very early before work to run, and sometimes runs after work, too, he must be very disciplined and ambitious.
Even though a mother’s work requires the same amount (or even more) discipline and tenacity, employers don’t make the same character assumptions about women with families.
These assumptions, whether we realize it or not, often play a role when it comes time for promotions and raises.
Ultimately, creating a women-friendly workplace isn’t just about women. It’s about supporting fathers and families, and reinstating values that are important for the functioning of our entire society. If employers can help in this respect, they by all means should.
What do you think? Should employers create a workplace that encourages & supports their female workforce? Let us know in the comments below!
About Our Guest Blogger
Susan Wells, freelance writer Susan is a freelance blogger who seems to have been swallowed up by the internet highway — we can’t find her in any of her previous social media platforms. If you know of – or are – Susan Wells, let us know and we’ll update this profile (just provide us with the original email address that was used for this post for verification purposes).
If you’d like to guest post for The HRIS World, contact us for details about how you can share your tips with our community.
Discover More From Our Transformational Leadership Series
More Content In This Series…
- Facts Are Important and Why They Are Not Enough
- How Looking Professional Could Land You the Pitch
- Beyond Change Management: Transformational Leadership Recommendations
- Modern Shakespeare – Why Change Has Much Ado About Everything
- Our Top 25 Viewed Posts for 2016
- Introducing Our Features for Everyone
- Does Your Workplace Really Support Women?
- Does Your Company Have Unresolved Policies Concerning Digital Usage During Work?
- What Are the Key Challenges for HR in Europe?
- Why Business Ethics Doesn’t Work and Never Will
- The Price We Are Paying for NOT Unplugging From Work
- BYOD: What Is It? And How Will It Work for Your Business?
- Clear Content, Foggy Context, Skewed Perspective
- What We Are Unwilling to Change? And Why?
- Big Data for Predicting Job Performance: Big Dollar$? or Big Whup ?
- Is Your Company’s Strategy All Chat and No Metrics?
- How Do You Know When You Are Asking the Right Questions?
- Is An Open Door Policy Best For Your Team?
- Performing a Needs Assessment on Project Management (Intro Part 4 of 6)
- 6 Shortcuts for Retaining Your Employees in Record Time
- Why We, Not Technology, Are the Problem
- Do You Know How to Identify Your Future Business Leaders?
- Tips for Building Relationships with Your Employees — and Still Being Professional
- People and Technology, Just What Are We Pretending Not to Know?
- Understanding How to Use Big Data Is Dependent Upon One Trait
- 5 Ways to Motivate Employees and Teams to Hit Targets
- Reassessing the Management in Project Management (Intro Part 5 of 6)
- Exploiting Innovative Technologies in BI and Big Data Analytics
- When Turnover Boosts the Bottom Line
- What Role Can HR Play in a Turbulent Economy?
- Dealing with Sensitive Situations Like Sexual Harassment
- 10 Best American Companies for Which to Work
- Business Management 101: Do You Have the Basics Down?
- Team Alignment and Performance: Data Talks
- What Comes First — Your Company’s Strategy? Or Your Company’s Talent?
- 10 Traits of Transformational CEOs
- Using the Best Search Technologies for Discovering Most Qualified U.S. Presidential Candidates?
- Manage Your Project’s Expectations Before They Manage You — In Court…
- Can HR Achieve A Competitive Advantage in China?
- Systematic & Effective Planning for Your HRIS Project (Intro Part 3 of 6)
- BEFORE Searching for A New HRIS System (Intro Part 2 of 6)
- RFP? Or Scenario? Which Shall It Be?
- The High Cost of Ignorance When Selecting Selection Tools (part 2)
- The High Cost of Ignorance When Selecting Selection Tools
- How To Discern Between A Trend and A Fad?
- Whither CSR?
- The HRIS Market in Italy: Opportunities and Challenges During an Economic Crisis
- Collectivism vs. Individualism: Which Fosters Innovation?
- Get Active and Start Promoting Employee Wellness
- Managing and Empowering Talent: The Importance of Training your Employees in 2013
- Background Check Challenges: HR Implications of the Navy Yard Shooting
- Why Your Business Needs a Clear-Cut BYOD Policy
- What If There Could Be a Way To Map Out The Future of HCM?
- Using Your Circles of Influence to Change Your Future
- Business as Usual? 5 Tactics That Every Business Needs to Practice
- 10 Lessons You Can Learn from Successful Entrepreneurs
- 66 Million Untapped Resources Is a Workforce Reduction and a Skills Gap Problem
- Is Mobile EAM Software the Wave of the Future?
- Fearful Leadership Can Become Courageous Leadership
- Recognizing Internal Business Threats and Maintaining Good Employee Relationships
- Raise the Bar on Your Company’s Performance Management!
- Using Military Leadership Skills to Improve Business
- 5 Core Leadership Skills The Greatest of Leaders Have in Common
- How to Make or Break a Business
- How to Lose Your IT Team in 10 days
- Own Your Own Success: The Value of a MBA for Women
- Just How Much Has Corporate Culture Impacted Your Life?
- The Importance of Celebrating Your Employees Difference
- 7 Tips for Planning an Out-of-Town Business Meeting
- Threatened: IT Jobs in the Wild
- The King of ROI is Beyond Knowledge and Great Skill Sets
- What Can Happen When the RFI is Overlooked
- So… What Makes a Really GOOD Manager?
Our Social Media Presence
Where to Follow Us!
Contributors from Our Audience are professionals in the area of expertise and the bio was used in a different platform - with WordPress, each author now has their own dedicated profile.
The author's post(s) are entirely his or her own and may not always reflect the views of The HRIS World publications.
You can always reach any of our authors by leaving a comment or using anyone one of the social links provided in their bio - feel free to contact them, they love the feedback and recognition!
If you'd like to contribute an article for The HRIS World, contact us through our social media or our contact page for details about how you can share your tips with our audience...
Latest posts by Our Audience (see all)
- Is Using Social Media While Working Cheating My Employer? - Thu, 27-Apr-2017
- How to Improve Project Management by Using Time & Attendance Software - Thu, 16-Feb-2017
- Time Tracking Software For Freelancers and SMBs - Sat, 29-Oct-2016
- Does Your Workplace Really Support Women? - Tue, 25-Oct-2016
- 8 Mistakes to Avoid When Considering a Career Change - Thu, 12-May-2016