Women are a crucial part of the Canadian workforce, and Women’s History Month 2021 in Canada is a perfect time to recognize the hard work women all over the country contribute to keeping society moving forward. Women’s History Month has been celebrated every October in Canada since 1992, and it includes International Day of the Girl on October 11th and Persons Day on October 18th.
Women’s History Month is especially important in 2021. Women have been disproportionately affected by the COVID-19 pandemic in the labour market. Reports show that women account for over half of employment losses in Canada, and they’re much more likely to work in the services sector – one of the sectors that was severely hit by lockdowns and other government restrictions. A staggering 200,000 Canadian women are now classified as long-term unemployed individuals, which can lead to serious erosion of work skills, further increasing the barriers women will have to overcome to be considered competitive employees in a complicated job market.
With this data in mind, it’s time for employers to ramp up their support for women in the workplace. In this article, we’ll outline actionable steps that Canadian employers can take to help women at work achieve a better work-life balance, gain access to more opportunities, and become the best professionals they can be.
Flexible work culture
Most companies in Canada are on board with work-from-home initiatives, but expanding these flexible work policies to as many departments as possible is one of the most effective ways you can support your female employees. Not only does this allow your workforce to avoid the possibility of contracting COVID-19 while safely working from their home, but it also makes it easier for working mothers to create a healthier work-life routine around the responsibilities they may have with their children and families.
Take flexible work culture a step further by encouraging your managers and employees to work towards goals and objectives, rather than stick to strict work schedules. This can be aided by reducing the number of unnecessary calls and meetings your employees have to take during their workday, outlining clear expectations, asking for employee feedback, and hiring forward-thinking managers that are open to trying new ways of working.
Equal employment opportunities
Women in the world of work may come up against significant hurdles when it comes to landing a job. Bias in the hiring process can lead to qualified and capable women missing out on important career opportunities, so employers should take steps towards a more fair and equal approach when looking for talent.
This can be addressed by providing anti-bias training for your HR team and employing AI programs to help you look for talent. Employers and job seekers also benefit from a standardized sourcing and hiring process that creates an even playing field for candidates, regardless of their gender, race, religion or other factors that could be subject to discrimination.
Support internal promotions
Internal promotions are a great way to support and empower the women in your organization. Start off by promoting from within; seek out women in your organization who would be great in a leadership role or would be an ideal candidate for an open management vacancy you have and promote them.
Another initiative you can take to advance gender equality is to offer company-wide training and development. This will cultivate a culture of constant improvement among your workforce, and you’ll eventually have highly skilled and well-trained women ready to move up the ladder in your company.
Mentorship is yet another powerful way of encouraging your female employees to grow within your organization. Seasoned leaders should be encouraged to participate in mentorship programs that develop on-the-job skills and knowledge among your workers. Not only will this greatly benefit your employees, but it will also help you build an incredibly resilient and future-proof company that can withstand turbulent times like those we’re currently going through.
Employee Resource Groups
If you aren’t making the most of employee resource groups, then you should be! Employee Resource Groups (ERGs) are employee-led programs and workshops that develop a unified workplace that moves as one to fulfill your company’s values, goals and ways of working. ERGs are also effective at giving employees the chance to step into low-level leadership roles so that they can move towards managerial positions in the future. They may also increase your employee engagement and contribute to a positive employer brand in the long term.
Check for interest among the women in your company in forming an ERG that focuses on women’s issues in the workplace. This will provide you with a valuable resource that will help you attract and retain female talent while creating an inclusive environment that fosters growth for women in your organization.
Focus on mental health
Mental health programs have become increasingly important for employees over the past year. The pressure of the COVID-19 pandemic and widespread disruption to people’s daily work routines have shown the need for employers to help their workers reduce stress and lead more healthy professional lives.
Offering counselling or therapy to your employees is one of the best ways to improve mental health among women at your company. If your business is unable to handle that kind of expense, offering more paid time off, flexible work schedules, upskilling and reskilling training programs, and other wellbeing programs that prioritize mental health are great options.
Companies all over Canada will be celebrating Women’s History Month 2021, so make sure to take part by kicking October off with one of the initiatives mentioned above!
Continue the discussion with Adecco’s Sway vs Balance webinar hosted by Adecco Canada president, Janelle Bieler and Joann S. Lublin, author of Earning It: Hard-Won Lessons from Trailblazing Women at the Top of the Business World and Power Moms: How Executive Mothers Navigate Work and Life. Looking at the ways workplaces can support women in the workplace, Janelle and Joann discuss and answer the top questions concerning women in the workforce in 2021.
If you’re not sure how to help your female employees thrive while attracting talented and skilled women to work for you, why not reach out to Adecco Canada? We’ve been leading companies like yours through a changing economy for decades, and we’d love to do the same for you. Contact us here to find out how we could work together!