2021-09-27

Research: the new crown pandemic continues to hinder women’s career development

By yqqlm yqqlm

Research: the new crown pandemic continues to hinder women’s career development < / P > < p > 42% of women said they felt tired “often or almost always”, up from 32% in 2020. In contrast, the proportion of men is only 35%, but it is also higher than last year (28%)</ p> < p > in addition, about 1 / 3 of women are considering leaving the workplace or reducing their career, up from 1 / 4 last year</ p> < p > the report also found that although the number of women in leadership positions is increasing in the areas of diversity, fairness and inclusiveness and support for employee welfare, it has not received attention</ p> < p > the report said: “their efforts have brought better results to all employees, but they have not received due recognition.” the women surveyed said that they spend 25% more time to ensure that employees’ workload is controllable and 25% more time to help them cope with work / life challenges. They also find themselves providing emotional support to their team</ p> < p > prior to the release of this report, it was warned last year that the epidemic was killing women’s careers and endangering the progress made over the past six years. According to the U.S. Census Bureau, at the beginning of 2021, 10 million mothers of school-age children did not work actively, an increase of 1.4 million over the previous year. According to the National Women’s Law Center, in December 2020, women accounted for all unemployed people in the U.S. labor force</ p> < p > at the same time, in the past year and a half, many articles have also discussed how the epidemic will affect women’s career, including that women often bear the brunt of family related responsibilities and gradually become tired</ p> < p > McKinsey and lean in jointly surveyed 423 companies, with more than 65000 respondents</ p> < p > the study also mentioned other long-term problems faced by women. First, women of color suffer the same proportion of minor violations as two years ago. Harvard Business Review defines “micro aggression” as “language, behavior and environmental insult to target individuals or groups with hostility, derogatory or negative racial discrimination and insult”. These statements may sound innocent, but they are actually hypothetical and stereotyped</ p> < p > the report said: “although the American business community has improved its awareness of (diversity, fairness and inclusion, hereinafter referred to as EDI) and paid more attention to Dei and racial equality, the daily experience of women of color has hardly improved.” < / P > < p > when it comes to the promotion of EDI, 93% of companies committed to raising their attention to racial equality last year. At the same time, 41% of employees believe that this has happened, compared with 35% of women of color</ p> < p > in addition, major companies are still trying to let women hold leadership positions. Over the past few years, the report has talked about “broken running”, that is, fewer and fewer women have been promoted to the first management position, which has affected the number of women in leadership positions</ p> < p > compared with every 100 men who got the first manager promotion, 89 white women and 85 women of color got the same type of promotion. Although the number of women of color in the statistics has increased compared with 79 in 2019, the report says that not enough women in middle managers are promoted to senior positions</ p> < p > the report said: “through seven years of pipeline data, we found that the enterprise pipeline also showed an equally worrying trend.”