{"id":239271,"date":"2023-07-18T08:05:27","date_gmt":"2023-07-18T13:35:27","guid":{"rendered":"https:\/\/ustechsolutions.com\/?p=239271"},"modified":"2024-07-16T04:28:12","modified_gmt":"2024-07-16T09:58:12","slug":"why-women-arent-returning-to-the-workplace","status":"publish","type":"post","link":"https:\/\/ustechsolutions.com\/why-women-arent-returning-to-the-workplace\/","title":{"rendered":"Why women aren’t returning to the workplace"},"content":{"rendered":"

[et_pb_section fb_built=”1″ custom_padding_last_edited=”on|tablet” _builder_version=”4.21.0″ _module_preset=”default” background_color=”rgba(10,10,10,0.59)” background_image=”https:\/\/ustechsolutions.com\/wp-content\/uploads\/2023\/07\/Untitled-design-47.jpg” background_blend=”darken” width=”100%” max_width=”100%” module_alignment=”center” custom_padding=”2px||0px||false|false” custom_padding_tablet=”0px||0px||true|false” custom_padding_phone=”0px||0px||true|false” global_colors_info=”{}”][et_pb_row custom_padding_last_edited=”on|phone” _builder_version=”4.21.0″ _module_preset=”default” width=”87%” module_alignment=”center” custom_margin=”||||false|false” custom_padding=”150px||150px||true|false” custom_padding_tablet=”70px||70px||true|false” custom_padding_phone=”50px||50px||true|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.21.0″ _module_preset=”default” custom_padding_tablet=”” custom_padding_phone=”0px|0px|0px|0px|true|true” custom_padding_last_edited=”on|phone” global_colors_info=”{}”][et_pb_text _builder_version=”4.24.3″ _module_preset=”default” text_font=”|||on|||||” text_text_color=”#FFFFFF” text_font_size=”0.7rem” text_letter_spacing=”1px” header_2_text_color=”#0A0A0A” header_2_font_size=”31px” header_2_line_height=”1.2em” header_3_font_size=”30px” header_3_line_height=”1.2em” header_4_font=”||||||||” header_4_text_color=”#626262″ header_4_font_size=”21px” background_color=”rgba(255,255,255,0.34)” text_orientation=”center” background_layout=”dark” width=”17%” width_tablet=”28%” width_phone=”47%” width_last_edited=”on|tablet” module_alignment=”center” min_height=”0px” custom_margin=”||20px||false|false” custom_margin_tablet=”||9px|||” custom_margin_phone=”||16px||false|false” custom_margin_last_edited=”on|phone” text_font_size_tablet=”0.7rem” text_font_size_phone=”0.6rem” text_font_size_last_edited=”on|desktop” text_line_height_tablet=”” text_line_height_phone=”1.8em” text_line_height_last_edited=”on|phone” border_radii=”on|30px|30px|30px|30px” border_color_all=”#FFFFFF” locked=”off” global_colors_info=”{}”]<\/p>\n

Topic: women at work<\/p>\n

[\/et_pb_text][et_pb_text _builder_version=”4.21.0″ _module_preset=”default” text_font_size=”15px” header_font=”|600|||||||” header_text_align=”center” header_text_color=”#FFFFFF” header_font_size=”50px” header_line_height=”1.2em” header_2_text_color=”#0A0A0A” header_2_font_size=”31px” header_2_line_height=”1.2em” header_3_font_size=”30px” header_3_line_height=”1.2em” header_4_font=”||||||||” header_4_text_color=”#626262″ header_4_font_size=”21px” width=”100%” max_width=”74%” module_alignment=”center” header_font_size_tablet=”40px” header_font_size_phone=”29px” header_font_size_last_edited=”on|phone” header_line_height_tablet=”1.2em” header_line_height_phone=”1.1em” header_line_height_last_edited=”on|phone” global_colors_info=”{}”]<\/p>\n

Why women aren\u2019t returning to the workplace\u00a0<\/span><\/span><\/h1>\n

[\/et_pb_text][et_pb_blurb title=”7 minute read” use_icon=”on” font_icon=”}||divi||400″ icon_color=”#E5E5E5″ icon_placement=”left” image_icon_width=”20px” content_max_width=”512px” _builder_version=”4.24.3″ _module_preset=”default” header_text_color=”#E5E5E5″ header_font_size=”16px” header_line_height=”1.3em” body_text_color=”#E5E5E5″ body_font_size=”15px” image_icon_custom_margin=”|||10px|false|false” image_icon_custom_padding=”||||false|false” custom_margin=”||8px|||” body_line_height_tablet=”” body_line_height_phone=”0.5em” body_line_height_last_edited=”on|phone” locked=”off” global_colors_info=”{}”]<\/p>\n

By Chloe Mumford<\/p>\n

[\/et_pb_blurb][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ _builder_version=”4.24.3″ _module_preset=”default” custom_margin=”0px||0px||true|false” custom_padding=”0px||0px||true|false” sticky_position=”top” global_colors_info=”{}”][et_pb_row _builder_version=”4.24.3″ _module_preset=”default” width=”100%” max_width=”100%” custom_margin=”0px||0px||true|false” custom_padding=”0px||0px||true|false” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.24.3″ _module_preset=”default” global_colors_info=”{}”][dsm_progress_bar dsm_tracker_bg_color=”RGBA(255,255,255,0)” dsm_progress_height=”6px” _builder_version=”4.24.3″ _module_preset=”default” background_enable_color=”off” use_background_color_gradient=”on” background_color_gradient_direction=”140deg” background_color_gradient_stops=”#c70000 0%|rgba(253,19,129,0.82) 35%|#fc0093 47%|rgba(253,29,119,0.9) 64%|#ff9900 93%” global_colors_info=”{}”][\/dsm_progress_bar][\/et_pb_column][\/et_pb_row][\/et_pb_section][et_pb_section fb_built=”1″ specialty=”on” custom_padding_last_edited=”on|phone” _builder_version=”4.21.0″ _module_preset=”default” width_tablet=”” width_phone=”100%” width_last_edited=”on|phone” custom_margin_tablet=”” custom_margin_phone=”0px||0px||true|false” custom_margin_last_edited=”on|phone” custom_padding=”42px|||||” custom_padding_tablet=”42px|||||” custom_padding_phone=”0px||||false|false” global_colors_info=”{}”][et_pb_column type=”3_4″ specialty_columns=”3″ _builder_version=”4.16″ custom_padding=”|||” global_colors_info=”{}” custom_padding__hover=”|||”][et_pb_row_inner _builder_version=”4.21.0″ _module_preset=”default” width=”90%” width_tablet=”90%” width_phone=”100%” width_last_edited=”on|desktop” module_alignment=”center” custom_margin=”15px||15px||true|false” custom_margin_tablet=”0px||||false|false” custom_margin_phone=”0px||||false|false” custom_margin_last_edited=”on|desktop” custom_padding=”||0px|||” global_colors_info=”{}”][et_pb_column_inner saved_specialty_column_type=”3_4″ _builder_version=”4.21.0″ _module_preset=”default” global_colors_info=”{}”][et_pb_text module_class=”dt-first-paragraph” _builder_version=”4.25.1″ _module_preset=”default” text_text_color=”#0A0A0A” text_font_size=”1.1em” text_line_height=”1.9em” header_2_font=”|600|||||||” header_2_text_color=”#0A0A0A” header_2_font_size=”31px” header_2_line_height=”1.2em” header_3_font_size=”29px” header_3_line_height=”1.2em” header_4_font=”||||||||” header_4_text_color=”#0A0A0A” header_4_font_size=”21px” hover_enabled=”0″ text_font_size_tablet=”15px” text_font_size_phone=”14px” text_font_size_last_edited=”on|phone” header_2_font_size_tablet=”27px” header_2_font_size_phone=”25px” header_2_font_size_last_edited=”on|phone” global_colors_info=”{}” sticky_enabled=”0″]<\/p>\n

F<\/span><\/strong>ollowing the global pandemic that caused a major shift in the workforce, women have started to leave the workforce in hordes. Now, nearly <\/span>two million<\/span><\/a> fewer women are working compared to pre-pandemic figures.\u00a0\u00a0<\/span>\u00a0<\/span><\/p>\n

This leads us to the question: why are women not returning to work? But there isn\u2019t a single answer to this seemingly simple question. There are many reasons why<\/span>\u00a0women are choosing not to rejoin the workforce. So, let\u2019s dive deeper into <\/span>it<\/span>.\u00a0<\/span>\u00a0<\/span><\/p>\n

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Why women leave<\/span><\/span><\/span><\/h2>\n

[\/et_pb_text][et_pb_text module_class=”dt-first-paragraph” _builder_version=”4.21.0″ _module_preset=”default” text_text_color=”#0A0A0A” text_font_size=”1.1em” text_line_height=”1.9em” header_2_font=”|600|||||||” header_2_text_color=”#0A0A0A” header_2_font_size=”31px” header_2_line_height=”1.2em” header_3_font_size=”29px” header_3_line_height=”1.2em” header_4_font=”||||||||” header_4_text_color=”#0A0A0A” header_4_font_size=”21px” text_font_size_tablet=”15px” text_font_size_phone=”14px” text_font_size_last_edited=”on|phone” header_2_font_size_tablet=”27px” header_2_font_size_phone=”25px” header_2_font_size_last_edited=”on|phone” global_colors_info=”{}”]<\/p>\n

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Firstly, we need to get to the <\/span>root <\/span>of why women decided to leave in the first place. This couldn\u2019t have been an easy decision, particularly as it was during the pandemic when finances were <\/span>especially <\/span>tough for many. However, some didn\u2019t have much of a choice.\u00a0<\/span>\u00a0<\/span><\/p>\n

During the pandemic, most childcare centres and schools closed down, leaving <\/span>many<\/span> families with no way of finding childcare arrangements. Instead, they had to make a<\/span>\u00a0very difficult<\/span> choice<\/span>;<\/span> one <\/span>parent<\/span>\u00a0must<\/span> stay home<\/span> to take over the childcare responsibilities, <\/span>which now included<\/span> home-schooling<\/span>.<\/span>\u00a0<\/span> Due to reasons such as childcare sti<\/span>ll being considered the major responsibility of mothers and women <\/span>on average earning less than their male partners, it was women who <\/span>were most under<\/span> pressure to leave employment.\u00a0<\/span>\u00a0<\/span><\/p>\n

A report by Deloitte <\/a><\/span>found that 4 in 10 women <\/span><\/a>express a sense of obligation to prioritise their partners’ careers before their own<\/span>. Th<\/span>is goes <\/span>even for women who are the primary earners<\/span>.<\/span>\u00a0<\/span><\/p>\n

In the current post-pandemic era<\/span>, nearly <\/span>60%<\/span><\/a> of parents cite a lack of childcare as their reason for leaving the workforce. So, while childcare centres have <\/span>reopened<\/span>, parents are still struggling<\/span> with this issue<\/span>.\u00a0<\/span>\u00a0<\/span><\/p>\n

Burnout was also a significant challenge for women, which<\/span>\u00a0undoub<\/span>tedly contributed to many of them leaving <\/span>the workforce. In a study, <\/span>McKinsey & Company<\/span><\/a> found that 1 in 4 women considered leaving or changing careers due to burnout in 2020, in 2021 <\/span>it rose<\/span> to 1 in 3. Burnout<\/span>\u00a0is something that <\/span>organisations <\/span>do not <\/span>address<\/span> enough, and that needs to change to prevent more women from leaving.\u00a0<\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n

[\/et_pb_text][\/et_pb_column_inner][\/et_pb_row_inner][et_pb_row_inner _builder_version=”4.21.0″ _module_preset=”default” width=”90%” width_tablet=”90%” width_phone=”100%” width_last_edited=”on|desktop” module_alignment=”center” custom_margin=”15px||15px||true|false” custom_margin_tablet=”0px||||false|false” custom_margin_phone=”0px||||false|false” custom_margin_last_edited=”on|desktop” custom_padding=”||0px|||” global_colors_info=”{}”][et_pb_column_inner saved_specialty_column_type=”3_4″ _builder_version=”4.21.0″ _module_preset=”default” global_colors_info=”{}”][et_pb_text module_class=”dt-first-paragraph” _builder_version=”4.21.0″ _module_preset=”default” text_text_color=”#0A0A0A” text_font_size=”1.1em” text_line_height=”1.9em” header_2_font=”|600|||||||” header_2_text_color=”#0A0A0A” header_2_font_size=”31px” header_2_line_height=”1.2em” header_3_font=”|600|||||||” header_3_text_color=”#0A0A0A” header_3_line_height=”1.2em” header_4_font=”||||||||” header_4_text_color=”#0A0A0A” header_4_font_size=”21px” custom_margin=”||10px||false|false” custom_margin_tablet=”||19px|||” custom_margin_phone=”||5px||false|false” custom_margin_last_edited=”on|phone” custom_padding=”6px||||false|false” custom_padding_tablet=”6px||||false|false” custom_padding_phone=”0px||||false|false” custom_padding_last_edited=”on|phone” text_font_size_tablet=”15px” text_font_size_phone=”14px” text_font_size_last_edited=”on|phone” header_2_font_size_tablet=”27px” header_2_font_size_phone=”25px” header_2_font_size_last_edited=”on|phone” global_colors_info=”{}”]<\/p>\n

The effects of menopause<\/span><\/span><\/span><\/span><\/h3>\n

[\/et_pb_text][et_pb_text module_class=”dt-first-paragraph” _builder_version=”4.21.0″ _module_preset=”default” text_text_color=”#0A0A0A” text_font_size=”1.1em” text_line_height=”1.9em” header_2_font=”|600|||||||” header_2_text_color=”#0A0A0A” header_2_font_size=”31px” header_2_line_height=”1.2em” header_3_font_size=”29px” header_3_line_height=”1.2em” header_4_font=”||||||||” header_4_text_color=”#0A0A0A” header_4_font_size=”21px” text_font_size_tablet=”15px” text_font_size_phone=”14px” text_font_size_last_edited=”on|phone” header_2_font_size_tablet=”27px” header_2_font_size_phone=”25px” header_2_font_size_last_edited=”on|phone” global_colors_info=”{}”]<\/p>\n

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Many women have <\/span>opened up<\/span> about <\/span>leaving their jobs due to menopause,<\/span>\u00a0which curren<\/span>tly <\/span>up to <\/span>20%<\/span><\/a> of the U.S. workforce is affected by<\/span>. <\/span><\/p>\n

A<\/span> study<\/span><\/a> conducted by Fast Company <\/span>found that 17% of respondents have quit a job or considered quitting due to menopause symptoms. <\/span>87% of <\/span>w<\/span>omen <\/span>undergoing <\/span>menopause <\/span>admit that they <\/span>don\u2019t feel supported or want to discuss their menopause<\/span>\u00a0with their employer<\/span>\/<\/span>manager<\/span>, citing reasons such as <\/span>fear of discrimination and putting their careers at risk. <\/span>T<\/span>his leads to struggling with symptoms in silence and<\/span>,<\/span>\u00a0for many, <\/span>quitting altogether.<\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n

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Issues<\/span><\/span><\/span> with finding f<\/span><\/span><\/span>lexibility<\/span><\/span>\u00a0<\/span><\/span><\/h3>\n

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T<\/span>he pandemic caused a shift in the workforce, for better or worse, depending on who you speak to. One of the biggest trends that causes a shift in opinions is flexible working. As people got used to working from home, spending more time with their children, and prioritising mental health, flexible\/hybrid working became increasingly desirable<\/span>.<\/span>\u00a0<\/span><\/p>\n

This is particularly clear in the female workforce<\/span>.<\/span>\u00a0A<\/span>\u00a0report<\/span><\/a> by MetLife<\/span>\u00a0revealed<\/span> that 78% of women say they need more flexibility to return to back to work.<\/span>\u00a0<\/span><\/p>\n

One company <\/span>advancing their flexible working agenda is<\/span>\u00a0Zen Media<\/span><\/a>.<\/span>\u00a0\u201cWe are huge proponents of a flexible schedule and believe that parents shouldn’t have to miss out on big moments with their kids as they work from home. Sure, the work still needs to get done, but we’ve found that prioritising flexibility and remote work makes our employees happier and our company more productive.\u201d <\/span>Their<\/span> success story demonstrates that providing flexibility<\/span>\u00a0is a win-win for <\/span>both <\/span>companies and their workers. If an organisation isn’t willing to rethink its <\/span>stance on <\/span>flexible\/remote working<\/span>, they <\/span>could <\/span>be <\/span>missing out on top talent.<\/span>\u00a0<\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n

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The motherhood penalty<\/span><\/span><\/span><\/span><\/h3>\n

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T<\/span>he motherhood penalty is a term coined <\/span>by <\/span>Michelle Budig and Paula England <\/span>in their 2001 study, “The Wage Penalty for Motherhood.”<\/span> <\/span>\u00a0<\/span>Studies reveal that <\/span>mothers suffer severe wage and hiring disadvantages in the workplace.\u00a0<\/span>\u00a0<\/span><\/p>\n

The Center for American Progress\u202f<\/span>reports<\/span><\/a> that women are the sole or primary breadwinners in\u202f41%\u202fof American households with children. But the reality is that hiring managers are less likely to hire mothers than women without children, as presented in a <\/span>study<\/span><\/a> by Christine Siegwarth Meyer, Swati Mukerjee, and Ann Sestero. Additionally, when employers do make an offer to a mother, statistics show that they often offer a lower salary than the salary of a childless woman.\u00a0<\/span>\u00a0<\/span><\/p>\n

The prevailing bias of man<\/span>y <\/span>hiring managers <\/span>against hiring or <\/span>fairly compensating<\/span> women with children <\/span>is <\/span>without doubt <\/span>preventing a large group of women from rejoining the workforce.<\/span><\/p>\n

Contrastingly and absurdly, while mothers are greatly affected by the motherhood penalty<\/span>,<\/span> it’s the opposite for fathers. In fact, it can<\/span> even<\/span> work in their favo<\/span>u<\/span>r<\/span>.<\/span> \u00a0<\/span>Research<\/span><\/a> into the “fatherhood bonus” demonstrat<\/span>es<\/span>\u00a0that <\/span>fathers are more<\/span>\u00a0<\/span>likely to get a pay increase.<\/span>\u00a0<\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n

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The Gender Promotion Gap<\/h3>\n

[\/et_pb_text][et_pb_text module_class=”dt-first-paragraph” _builder_version=”4.21.0″ _module_preset=”default” text_text_color=”#0A0A0A” text_font_size=”1.1em” text_line_height=”1.9em” header_2_font=”|600|||||||” header_2_text_color=”#0A0A0A” header_2_font_size=”31px” header_2_line_height=”1.2em” header_3_font_size=”29px” header_3_line_height=”1.2em” header_4_font=”||||||||” header_4_text_color=”#0A0A0A” header_4_font_size=”21px” text_font_size_tablet=”15px” text_font_size_phone=”14px” text_font_size_last_edited=”on|phone” header_2_font_size_tablet=”27px” header_2_font_size_phone=”25px” header_2_font_size_last_edited=”on|phone” global_colors_info=”{}”]<\/p>\n

Gender bias<\/span> in the workplace<\/span> is an unfortunate reality<\/span>.<\/span> A study by <\/span>Lean In and McKinsey & Co<\/span><\/a> found that only 89 white women and 85 women of colo<\/span>u<\/span>r were promoted for every 100 men promoted to manager<\/span> status<\/span>.<\/span>\u00a0<\/span><\/p>\n

At the same time, other <\/span>studies reveal that <\/span>having more women in senior-level positions<\/span> can be<\/span> a corporate advantage<\/span>. A recent <\/span>study<\/span><\/a> found that senior-level teams with <\/span>a greater level of <\/span>gender diversity are 21% more likely to have “above average profitability”, and generally be much more engaged and productive.<\/span><\/p>\n

Additionally, <\/span>with<\/span>\u00a0women <\/span>being <\/span>the breadwinners of 41% of households, they need jobs <\/span>that offer g<\/span>ood career progression<\/span> that\u2019s<\/span> on par with their male counterparts<\/span>. <\/span>Due to<\/span>\u00a0<\/span>the lack of career progression,<\/span> many<\/span> mothers may decide to stay<\/span> at home full time and <\/span>go into freelancing, where they <\/span>have more flexibility<\/span> with how they spend their time and how much they earn,<\/span> rather than rejoining the workforce<\/span>.<\/span>\u00a0<\/span><\/p>\n

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The sky-high cost of childcare<\/span><\/span>\u00a0<\/span><\/h3>\n

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Unfortunately, as previously mentioned one of the main reasons for <\/span>women <\/span>leaving the workforce is <\/span>the <\/span>unaffordability of<\/span>\u00a0childcare<\/span> which makes it impossible to return for many women.<\/span> However, if childcare was <\/span>more affordable <\/span>or if <\/span>organisation<\/span>s<\/span> implemented <\/span>childcare support<\/span> measures<\/span>, women could <\/span>pursue their career goals while still taking care of their families. It would create a more equal and diverse workforce, <\/span>benefiting<\/span> everyone involved.<\/span><\/p>\n

Robert Frick<\/span><\/a>, a corporate economist with the Navy Federal Credit Union said \u201cCOVID was the bomb that really broke down the childcare system<\/span>.<\/span>\u201d<\/span> He estimates that we<\/span> have experienced a significant decline in at least<\/span>\u00a0100,000 childcare workers since early 2020<\/span>.<\/span>\u00a0This shortage of childcare providers has resulted in a concerning situation where the remaining workers can increase their fees, making it even more challenging for families to find and afford suitable childcare options.<\/span><\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n

[\/et_pb_text][\/et_pb_column_inner][\/et_pb_row_inner][et_pb_row_inner _builder_version=”4.21.0″ _module_preset=”default” width=”90%” width_tablet=”90%” width_phone=”100%” width_last_edited=”on|desktop” module_alignment=”center” custom_margin=”15px||15px||true|false” custom_margin_tablet=”0px||||false|false” custom_margin_phone=”0px||||false|false” custom_margin_last_edited=”on|desktop” custom_padding=”||0px|||” global_colors_info=”{}”][et_pb_column_inner saved_specialty_column_type=”3_4″ _builder_version=”4.21.0″ _module_preset=”default” global_colors_info=”{}”][et_pb_text module_class=”dt-first-paragraph” _builder_version=”4.21.0″ _module_preset=”default” text_text_color=”#0A0A0A” text_font_size=”1.1em” text_line_height=”1.9em” header_2_font=”|600|||||||” header_2_text_color=”#0A0A0A” header_2_font_size=”36px” header_2_line_height=”1.2em” header_3_font_size=”27px” header_3_line_height=”1.2em” header_4_font=”||||||||” header_4_text_color=”#0A0A0A” header_4_font_size=”21px” custom_margin=”||8px||false|false” custom_margin_tablet=”||8px||false|false” custom_margin_phone=”||8px||false|false” custom_margin_last_edited=”on|desktop” text_font_size_tablet=”15px” text_font_size_phone=”14px” text_font_size_last_edited=”on|phone” header_2_font_size_tablet=”27px” header_2_font_size_phone=”25px” header_2_font_size_last_edited=”on|phone” global_colors_info=”{}”]<\/p>\n

Final Thoughts<\/span><\/span><\/span><\/h2>\n

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Women shouldn’t have to choose between being a mother and having a career. <\/span>This disparity in opportunities and expectations for women stems from a prevailing bias that persists within the workforce, particularly towards mothers.<\/span>\u00a0<\/span><\/p>\n

The pandemic brought the issue of flexible\/hybrid working arrangements to the forefront. However, it has also shed light on the deeper problem of hiring bias and inadequate maternity policies within organisations that hinder women from accessing those opportunities.<\/p>\n

The reality is that there has been a mass exodus of highly skilled professionals, predominantly women, leaving the workforce, and they are hesitant to return due to the various barriers they face. This situation poses a significant loss of talent for organisations. Leaders must acknowledge and address the bias surrounding female professionals, and adapt hiring processes to keep bias out of the equation to ensure a level playing field for all candidates.<\/p>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n<\/div>\n

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With nearly two million less women in the workforce than before the pandemic, we dive into reasons why women aren’t returning back to work.<\/p>\n","protected":false},"author":4,"featured_media":239272,"comment_status":"closed","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_et_pb_use_builder":"on","_et_pb_old_content":"","_et_gb_content_width":"2880","footnotes":""},"categories":[88,87],"tags":[],"class_list":["post-239271","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-dei","category-women-at-work"],"yoast_head":"\nWhy women aren't returning to the workplace - USTech Solutions<\/title>\n<meta name=\"description\" content=\"With nearly two million less women in the workforce than before the pandemic, we dive into reasons why women aren't returning back to work.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/ustechsolutions.com\/why-women-arent-returning-to-the-workplace\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Why women aren't returning to the workplace - 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