Recession, inflation, stagflation \u2014 these are terms that fill the pages of textbooks and messages from the media. But there\u2019s a new one. This indicator comes to us by way of the pandemic. It impacts employees and employers. And it doesn\u2019t stop there. It touches families and our whole social fabric. Above all, this sad turn of events is adversely affecting one gender. And this lopsided pummeling, which has reached crisis proportions, needs to be reckoned with now.<\/p>\n
Take a deep breath. We\u2019re in a \u201cshe-cession.\u201d<\/p>\n
No, this is not a typo and don\u2019t rush to Google \u2014 it\u2019s not an entry in Merriam-Webster, at least not yet. But it may qualify as word of the year and certainly as major problem of the last two.<\/p>\n
The word \u201cshe-cession\u201d \u2014 alternately \u201cshecession\u201d \u2014 appeared in the New York Times<\/a><\/em> in May 2020 for the first time in its almost 170 years of publishing history. It emanates from a quote: \u201cWe should go ahead and call this a \u2018shecession.\u2019\u201d This comment comes from C. Nicole Mason, Ph.D., president and chief executive officer of the Institute for Women\u2019s Policy Research (IWPR). According to a post in The Guard<\/em>ian<\/a>, she coined this term. Its definition and very existence mark another first. That is, it\u2019s the first time that women are bearing the brunt of an economic downturn in this country. For that reason, it\u2019s a \u201cshe-cession.\u201d<\/p>\n As proof points, let\u2019s look at the employment numbers. They tell the story, most markedly in 2020 as COVID-19 started to wend a perilous path through the country. IWPR estimates<\/a> that 11.5 million women incurred a job loss from February to May of that year. On top of that, others vacated the workforce. How many women left on their own volition? Between August and September 2020 alone, 865,000 women quit their jobs.<\/p>\n Men also have suffered on the employment front. But it has not been to the same extent as women during the COVID-19 siege. IWPR describes the difference as \u201cdisproportionate,\u201d as in \u201cwomen have experienced a disproportionate number of job losses since the start of the pandemic.\u201d Betsey Stevenson<\/a>, an economist at the University of Michigan, expresses the disparity graphically: \u201cCovid took a crowbar into gender gaps and pried them open.\u201d<\/p>\n What accounts for this discrepancy? Much has to do with the roles of women in the workforce. A Quick Figure<\/a> bulletin from IWPR explains. \u201cWomen\u2019s jobs on payroll have declined more than men\u2019s because women are more likely than men to work in the sectors that have been hardest hit by the pandemic. Job losses have been severe in Leisure and Hospitality, Education and Health Services.\u201d Women are clustered in other pandemic-pounded industries too. They include Retail Trade and the broad category of Other Services.<\/p>\n But there\u2019s more to it. In addition to legions of women who were pushed out, others dropped out of the labor force on their own accord. They had to quit to manage the myriad responsibilities that befall them. They needed to step in to take care of children furloughed from attending school, receiving education via remote learning, or unable to attend daycare or receive childcare. The list of circumstances and reasons goes on and on.<\/p>\n There\u2019s yet another segment. If women didn\u2019t leave one way or the other, many have been contemplating it. A story in Forbes<\/em><\/a> addresses this issue. It offers the finding from a 2020 McKinsey Women in the Workplace Report<\/a> that: \u201c1 in 4 women was considering stepping out of the workforce or downshifting their careers.\u201d What would happen if they took those actions? The consultants did the math: a stunning 2 million women would either relinquish their jobs or scale back on their work.<\/p>\n First here\u2019s some heartening news. Programs to advance diversity and inclusion goals have gained ground. Be mindful though, there\u2019s still a long way to go. Now for a COVID-caused update. The \u201cshe-cession\u201d is wiping out many of those advances. The Forbes<\/em> article noted above reported: \u201cA \u2018she-cession\u2019 would not only undo the strides made toward gender diversity in recent years but would jeopardize future progress as well.\u201d It adds that the loss of senior female leaders in the workforce has major repercussions. \u201cA paucity of strong female role models coupled with a loss of female support from senior-level women mentors and allies risks the loss of retaining female talent, particularly among minority women.\u201d<\/p>\n Let\u2019s focus on that last phrase: \u201cparticularly among minority women.\u201d The New York Times<\/em> story referenced earlier \u2014 \u201cWhy Some Women Call This Recession a \u2018Shecession<\/a>,\u2019\u201d pinpoints the problem. The \u201cSome Women\u201d are minorities. \u201cThe scale of the crisis is unlike anything since the Great Depression. And for the first time in decades, this crisis has a predominantly nonwhite, female face.\u201d This correlates largely with the type of jobs many women hold; rather, make that \u201cheld.\u201d Many in the industries most heavily impacted by the pandemic are staffed by nonwhite female workers.<\/p>\n IWPR frames this racial and ethnic aspect in its Quick Figure snapshot. \u201cLosses have been particularly severe in high customer contact services sector jobs.\u201d Who dominated the payrolls for these spots? The answer: Black and Latina women. What\u2019s more, these positions rely on in-person customer-facing interactions, where \u201cremote work is much less likely to be an option than in many professional service jobs, which employ a higher share of White women.\u201d<\/p>\n How quickly will these jobs return as the nation moves into recovery mode? The April 2021 employment statistics show a paltry 266,000 jobs added to payrolls overall. \u201cDisappointing\u201d is the word used in The Washington Post<\/a> <\/em>report on the numbers. Gains made by women during this period were minimal. This brings us to the intent of the federal government to help get us out of the \u201cshe-cession.\u201d<\/p>\n On none other than Mother\u2019s Day 2021, Gina Raimondo, Secretary of Commerce, addressed the \u201cshe-cession\u201d on \u201cFace the Nation<\/a>.\u201d First she commented on the severe effect the pandemic exerted on jobs populated by women. She mentioned related recovery realities. \u201cThe number one reason they\u2019re not going back to work is \u2013 is fear due to the virus.\u201d There are others. They include lack of childcare and \u201cthe fact that schools were closed and many still remain closed hits women harder.\u201d<\/p>\n Then she shifted to the role of government. She referred to President Biden\u2019s directive to his Administration to make \u201cbold moves\u201d to assist Americans in finding jobs. In doing so, she summarized more difficulties women face. They include the demand to \u201cbreak down some of the barriers necessary to find a job, to have access to the skills they need to get a good job.\u201d She opined that the President\u2019s pending package would address these issues.<\/p>\n A CNN opinion piece seconds this view. Titled “Biden\u2019s plan will help reverse the ‘she-cession.’<\/a>” It puts forth how the proposed legislation would invest in education, child care, and paid family leave. These actions would pave the way for all people to join\/rejoin the workforce. \u201cBut even more importantly, it is aimed at helping women, who have fallen even further behind during the pandemic.\u201d<\/p>\n \u201cWhen American Families Do Well, Our Nation Thrives.\u201d That\u2019s the tagline atop information on the \u201cAmerican Families Plan<\/a>\u201d site from the White House. The package comprises $1 trillion in investments as well as $800 billion in tax cuts. Recommendations include subsidizing paid caregiving and offering universal benefits to all families with children. In short, it strives to:<\/p>\n It\u2019s all hands onboard to conquer the \u201cshe-cession\u201d and strengthen the foundation to avoid future shocks. Companies can pitch in by taking a telescopic view of the requirements of employees, especially those of women in the workforce. Women are among the pandemic\u2019s sorry victims. As such, they are a prime linchpin for the recovery.<\/p>\n The title of a post by BSR states the case: \u201cCompanies Can\u2019t Ignore the \u2018She-cession\u2019 Created by the COVID<\/a>.\u201d It starts with a quote from the EU Commissioner for International Partnership. \u201cStronger engagement on gender equality is key to a sustainable global recovery from the COVID-19 crisis and building fairer, more inclusive, more prosperous societies.\u201d<\/p>\n To \u201censure a gender-responsive approach,\u201d what does BRS prescribe? Firms should:<\/p>\n More ideas come from \u201cWomen Are Quitting: How We Can Curb The \u2018She-Cession\u2019 And Support Working Women<\/a>,\u201d the article noted above from Forbes<\/em>:<\/p>\n The \u201cshe-cession\u201d has long tentacles. They are strangling the ranks of women far and wide and at all levels. On account of it, many employees may be stretched and stymied to advance their career. Multitudes who lost their jobs or left voluntarily have to gear up. So do those vying to enter the workforce for the first time or re-enter after a lengthy absence. What can this massive segment of talent do to enhance their career odds?<\/p>\n Gilda Carle, Ph.D.<\/a> knows. An organizational and relationship expert, performance coach, and author, she has been sharing her wisdom with firms, students, and individuals \u2014 notably women \u2014 through the years. Her latest book Amplify Your Media Presence, Amplify Your Brand<\/a><\/em> provides a roadmap on how to, as she says, \u201cbecome your most successful megaphone.\u201d<\/p>\n Vital strategies she proposes to use and ingrain at this time and going forward include:<\/p>\n At the time of this writing, COVID vaccinations are mounting and quieting the pandemic. It\u2019s not an all or nothing scenario as the disease and variants still are rampant. However, reopening and recovery is afoot. It\u2019s not a quick fix, but rather a gradual inching up with tenuous footing. The \u201cshe-cession\u201d will take time to \u201cshe-cease.\u201d It\u2019s of value to understand the fallout and ways out of it. Efforts of many should help bring us back to growth.<\/p>\n About the author.<\/strong> Recession, inflation, stagflation \u2014 these are terms that fill the pages of textbooks and messages from the media. But there\u2019s a new one. This indicator comes to us by way of the pandemic. It impacts employees and employers. And it doesn\u2019t stop there. It touches families and our whole social fabric. Above all, this sad […]<\/p>\n","protected":false},"author":5,"featured_media":53924,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[95],"tags":[],"class_list":["post-53923","post","type-post","status-publish","format-standard","hentry","category-dei"],"acf":[],"yoast_head":"\nWhy More Women Have Exited the Job Market<\/h2>\n
Reversing Progress in Diversity<\/h2>\n
Part of the Solution: Government \u2014 Build Back Better for Women<\/h2>\n
\n
What Employers Can Do about the \u2018She-cession\u2019<\/h2>\n
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\nEmployees have a lot of juggling to do at times to balance their professional and personal agenda. So help them. Install policies to enable them to achieve these goals. Examples: telecommuting, part-time schedules, reduced working hours, role sharing, compressed work weeks.<\/li>\n
\nIt\u2019s a long haul from being out of the workforce to returning or joining for the first time. Pave the way via re-entry programs, mentoring and training geared to women. Skills development provides a path to move into higher levels or more technical roles.<\/li>\n
\nBoost parity of unpaid care work. Make it easy for men to do their share. Sponsor campaigns informing male employees about this concept and encouraging them to participate. Offer paid paternity and care leave. To learn more, access the Parental Leave Taskforce<\/a>.<\/li>\n
\nVictims of domestic violence need aid. Provide services to those at the firm who experience this trauma. Offer paid leave for victims, relocation programs, and information about services in the community.<\/li>\n
\nSupport women who are the most vulnerable to the impacts of COVID-19. They include women of color, women with disabilities, and those in the LGBTQ community. Strengthen Diversity, Equity, and Inclusion through an \u201cintersectional approach.<\/a>\u201d<\/li>\n
\nAdvocate at your company and band together with other firms for this purpose. Invest in care initiatives, lend your voice to conveying equality messages and work with trade and civic organizations to apply a gender-based lens to rise up from the \u201cshe-cession.\u201d<\/li>\n<\/ul>\n\n
\nExtra burdens on women caused by the pandemic are putting them at risk for \u201cmental and physical burnout.\u201d Acknowledge this state of affairs. Provide empathy and offerings to address the \u201cwhole health of employees.\u201d<\/li>\n
\nWomen in leadership have not escaped the scourge of COVID. How are they contending with this crisis? What do they advise? Share the experiences and insights from these respected sources to inform and connect with others across the company.<\/li>\n
\nInvolve men in this issue. Enlist them to create \u201ca more inclusive and gender-equitable workplace.\u201d A study by Catalyst on \u201cEngaging Men in Gender Initiatives<\/a>\u201d found that having men sponsor women and act as career-allies \u201cis a vital strategy for addressing entrenched gender bias.\u201d<\/li>\n<\/ul>\nFinally, What We the People \u2014 Employees, Displaced Workers, Job Candidates \u2014 Can Do<\/h2>\n
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\nLike yourself. Believe in your talents. Be comfortable and content, appreciative of who you are and what you contribute. Project that image to others, such as colleagues and potential employers during interviews. Radiate that quality and, the chances are, others will like you. What you project, others reflect.<\/li>\n
\nA maxim to adopt in your business and personal life is to \u201csell yourself and everything attached to you.\u201d How? Accent the positive about who you are and what you represent. \u201cStar in your own commercial.\u201d<\/li>\n
\nDo an in-depth personal assessment. Think about your wide-ranging abilities \u2014 don\u2019t take anything for granted. Then formulate a running inventory and keep it ready to go. In this way, you \u201cunderscore your uniqueness.\u201d<\/li>\n
\nIt\u2019s not enough to master these initial steps. You have to deliver them artfully to get your essence and points across. Use the S-O-F-A approach. S is for smile, O for open posture, F for forward lean toward your listener, and A for acknowledge your listener by, for example, nodding at times to show engagement.<\/li>\n
\nQuit thinking about your problems. Substitute this limiting mindset with a constructive one about your capabilities. This lesson requires practice. Stop fretting and instead continuously review your easily forgotten power sources and how you can best apply them.<\/li>\n
\nClothing designers update their product line at least annually. Do the same. Mix and match. Cut and style. Stay current and chic. Have fun with this process so that you are poised to walk the red carpet when called for an interview. \u201cSharpen your attractor factor.\u201d<\/li>\n
\nPrepare responses in advance and vary or add information on an ongoing basis. They are: I want to be known for expertise in (what area or areas)? I want to be known for solving this problem (which one or ones)? Back these up with brief cases and compelling illustrations.<\/li>\n
\nAnother angle to consider is freelancing, applying for freelance-to-permanent positions or working as a \u201cpermalancer<\/a>.\u201d A good route for exploring these and other options is through Creative Circle<\/a>. This nationwide recruiting firm specializes in placing creative talent and digital marketing professionals with clients of all kinds.<\/li>\n<\/ul>\nLooking Ahead<\/h2>\n
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\nYou name it, she covers it. That\u2019s the can-do attitude Sherry M. Adler brings to the craft of writing. A polished marketing and communications professional, she has a passion for learning and the world at large. She uses it plus the power of words to inform and energize stakeholders of all kinds. And to show how all of this can make a difference, she calls her business WriteResults NY, LLC<\/p>\n","protected":false},"excerpt":{"rendered":"