Become an Employer of Choice for Women H E R E ’ S H O W :
FLEXIBLE WORK OPTIONS –
Flexibility allows a better balance of responsibilities inside and outside of work. As the McKinsey study says, we need to reset expectations around flexibility and the need to be “always on.” Companies should look for ways to establish new worklife boundaries. ROBUST EMPLOYEE ASSISTANCE PROGRAMS should
be part of your benefits package to support employees through major life events and bumps in the road with services like counseling and referrals to support services. EMPLOYEE RESOURCE GROUPS
can provide support, career development and networking at work.
Provide MENTORS AND MENTORING PROGRAMS. Provide ROBUST HEALTH CARE for women and their families.
Have a FOCUSED PROGRAM OF CAREER PATH DISCUSSIONS and education to help women understand how to grow their career within your company. Take steps to
ELIMINATE GENDER BIAS. Do you always
look for new hires from one source? Expand your pools and actively reach out to women to become candidates.
Create a CULTURE OF EMPATHY.
Lead by example in demonstrating compassion, understanding, and asking how your employees are doing, not just what your employees are doing.
PROVIDE OPPORTUNITIES TO GROW AND DEVELOP; offer
training and leadership development programs.
Consider CHILDCARE CREDITS OR COUPONS for employees with children and perhaps tutoring support for children of employees.
ENCOURAGE MEN TO HELP. Women do
a disproportionate amount of unpaid work at home. Encourage men to do more by giving them tools like parental leave, employee resource groups for dads and more.
OPPOSITE PAGE: Cox Communications Field Network Technician Brandon Callen and Kathryn Falk, Vice President Northern Virginia Field Operations. “Brandon was out on a complex job, so I went to meet him to say thank you for his hard work.” ABOVE: Kathryn at the November 2019 Cox Communications Smart Home at the Adaire luxury apts in Tysons.
So, what’s in it for business and why should you make this a priority? Last year, Women in Cable & Telecommunications (WICT), a 40-yearold leadership development organization that commissions original gender research, launched #LeadWithMore. This effort and its research revealed several important benefits businesses realize when a more gender diverse team is in place. These include increased innovation, profitability, recruitment and employee retention. In addition, according to a second study by McKinsey entitled Diversity Matters, research shows that company profits and share performance can be close to 50% higher when women are well represented at the top. And of course, women are your best customers and potential customers. According to both the Harvard Business Review and Forbes magazine, women control or influence 85% of all consumer purchases in the United States. Globally, they control $31.8 trillion. Supporting women in the workforce and your company is good for business and your bottom line.
THE BUSINESS VOICE
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SPRING 2021
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