The Shriver Report was released a few weeks ago. The report is extensive and examines a single question. What are the implications for men, women and families now that women make up 50 percent of all workers? And make no mistake about it. The implications are huge and we as a society, including government and business have yet to effectively deal with most of them.
Let’s start off with a few facts. I am a woman who has worked all of my adult life and some of these surprised even me.
- Women receive 57 percent of bachelor degrees and 50 percent of doctoral and professional degrees
- Women are primary breadwinners in 4 out of 10 families
- Less than 25 percent of married couples have only one spouse working to support the family
The role of women in society is shifting rapidly. Only 30 years ago women were less than a third of the workforce. Only 30 years ago approximately half of American families were traditional nuclear families with a primary breadwinner (usually the man) and a primary caregiver (usually the woman). Yet most businesses behave as though it is 30 years ago and ignore the vast changes that their workforce, both male and female, are dealing with.
Now that women are half of the workforce, the dynamics of families have changed. Both men and women are in a constant state of negotiation about who will assume childcare responsibilities, household responsibilities, and elder care responsibilities. Equal pay, flexible schedules, paid medical and family leave, comprehensive childcare policies are not “women’s issues” they are family issues that affect all workers. But don’t take my word for it. Listen to the workers who participated in the Shriver Report.
- “Men and women agree that government and business are out of touch with the realities of how most families live and work today.”
- “Over 80 percent of men and women agree that businesses that fail to adapt to the needs of modern families or risk losing good workers.”
So I ask you again. Are your talent management practices rooted in the past? Before you answer no, take a look around and examine the reality of what is happening in your workplace.
- Do you really practice equal pay for equal work?
- Do you and your managers act as though there is only one place where work happens?
- Do you and your managers believe (and behave as though) there is only one way to structure a workday?
- When is the last time you updated your family and medical leave policy?
- What kind of childcare policies do you have? When is the last time you updated them?
The answers to these questions and others like them will determine whether your company will be able to capture and capitalize on the talent that your workers bring to your organization. Those companies who can identify and truly address the shifting needs of their workers have a golden opportunity to differentiate themselves to the talent pool and steal (and hang on to) the cream of the crop.
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