COVID-19 has disproportionately impacted women, who are 39% of the global workforce but represent 54% of all pandemic-related job losses.
According to AllBusiness.com, women are most likely to work in the industries that have been hardest hit by the pandemic: hospitality, travel and tourism, and retail. Many women have also had to leave jobs or reduce hours because they have a disproportionate share of family caregiving responsibilities that have increased due to the closure of daycares and schools.
“Since many employers can’t afford to keep a full staff, and women are taking leave to stay home and care for their families, they are often the first furloughed or laid off,” writes Michele Ruiz, CEO of BiasSync, a science-based technology platform to measure, assess, train, and mitigate unconscious bias in the workplace.
Ruiz noted that when Covid-19 began last March, women held more jobs than men for the first time since 2010. One year later, however, the U.S. Bureau of Labor Statistics reports that women have lost 1 million more jobs than men during the pandemic. Some economics predict that COVID-19 has set back women’s advancement in the workplace by a whole generation.
The challenge for companies who have worked hard to hire, retain, and promote women in their organizations in recent years is how to avoid making a bad situation worse. As vaccines become more readily available and more schools and business reopen, employers should take proactive steps to mitigate gender bias post-COVID, Ruiz said.
Ruiz shared four suggestions from a recent Harvard Business School article:
This content was originally published here.