[Economics] The high price of reducing or changing work hours. How does the hybrid modality affect the women's race?

[#Wittels-]

A study carried out in ten countries indicates that 94% of women feel that they have fewer opportunities for professional growth.

Teleworking in Germany is hardly decreasing despite the end of its mandatory nature. Deloitte Global reached out to 5,000 women from those and nine other countries and sectors to understand the impact of the COVID-19 pandemic on their personal and professional lives.

 

Professionals who work in hybrid environments, considering that they have fewer opportunities for growth in companies, that they are more likely to stall development in their careers and have the perception of having a lower degree of exposure to their leaders.

And it is that 94% of the women surveyed consider that requesting a flexible work modality will affect their probability of a promotion or promotion, according to the report "Women at work 2022: a global perspective" that is the result of an investigation in which 5,000 women from ten countries and sectors participated to understand the impact of the COVID-19 pandemic on their personal and professional lives and was prepared by the firm Deloitte.

 

While hybrid work schemes are seen as presenting opportunities, there are also risks of exclusion. Only a third of those consulted stated that their beneficiaries have appropriate policies and 22% indicated that they give them the possibility of choosing where and when to work.

61% stated that they had a sense of relegation from important meetings and of this percentage, almost half stated that they had no exposure to their leaders, a fundamental aspect sufficient for their professional growth.

On the other hand, 41% of workers in hybrid environments said they have had to take time off due to mental health problems and another 33% with full-time jobs said they felt the same way. To counteract this situation, the report points out that signs should be detected when someone may be experiencing this type of problem, as well as promoting empathic leadership and educating leaders and managers in handling situations of this nature. “Organizations must make mental wellbeing a priority and approach hybrid work with inclusive and flexible policies that really work for female employees. There is a unique opportunity to build on the progress that has been made to ensure that women can thrive in an equitable and inclusive workplace,” said Michele Parmelee, Global Deputy CEO and Chief People and Purpose Officer at Deloitte.

The study was conducted between November 2021 and February 2022 in Germany, Australia, Brazil, Canada, China, India, Japan, South Africa, the United Kingdom, and the United States. Of the 5,000 respondents, 4,723 had a full-time job and 277 part-time.

Women in pandemic: 48% lost their job, 18% had to resign and now depend financially on their partner

Deloitte research also mentions “the high price of reducing or changing work hours during”, as the data reveals that women who changed their hours during the pandemic and those who work part-time are less optimistic about their career prospects.

 

Currently, 61% of them have lower expectations of progressing in their professional career compared to last year. And those who have flexible work schedules must allocate their time between work, home, childcare, or caring for the elderly, which leaves them feeling overwhelmed.

In this line, the study suggests the formulation of policies, as well as a clear commitment on the part of the organizations with the employees, through the creation of work solutions that work for both parties and that the workload adjustments are made in accordance with the agreed agreements.

But the research also identified a group of leading organizations that are examples of gender equality proposals, where higher levels of well-being and job satisfaction are reported and 87% of female workers said they had received adequate support in terms of mental health. , and more positive experiences with hybrid work are registered, since only 3% of them feel exhausted. And this also has commercial benefits for organizations, since none of their workers are looking for a new job. Only 9% plan to leave in the next two years.

 

Link: https://www.eluniverso.com/noticias/economia/el-alto-precio-de-reducir-o-cambiar-el-horario-de-trabajo-como-afecta-la-modalidad-hibrida-en-la-carrera-de-las-mujeres-nota/