Businessolver Blog

When Will Working Women Recoup Their Economic Losses?

When Will Working Women Recoup Their Economic Losses?
Posted on Tuesday, April 12, 2022 by Marcy Klipfel

Employers wanting to attract and retain women must find ways to support them as whole people, not just employees.  


As of February 2022, men have regained the jobs lost since the beginning of the pandemic. In fact, there are about 500,000 more men in the workforce now than there were two years ago.  

Which is wonderful news for their individual careers and the economic trajectory of the country overall. However, it’s important to note that women must step into more than 1 million positions to return to pre-pandemic employment levels. Furthermore, Black women are struggling even more acutely; they are the only group to see zero improvement in their employment rate last month. Experts predict that it will take the U.S. women another 10 to 12 months to regain employment levels from before COVID-19.  

The issue is more complex than achieving a certain gender ratio within staff, and goes far beyond filling seats to working toward true economic and employment equality—paving the way for women to move up the leadership ladder into more influential (and lucrative) decision-making roles.  

Why are women still “wexiting” the workforce? 

While women overall achieved a net gain in employment in February, 48,000 reported leaving the workforce. Each woman has her own reasons and accompanying set of circumstances, but in a recent episode of “Brews with Bruce”—a “Brews with Bridget” Women’s History Month takeover I was honored to participate in—we talked about those reasons, and how employers can create less steep on- and off-ramps for women.  

First and foremost, flexibility is at the top of many working women’s wish lists, as most of the “second shift” burden of housekeeping and caregiving still fall mostly on women. For those performing the bulk of those household duties, flexibility can come with a social burden to perform no matter what—a pattern that can quickly lead to stress and burnout. 

So, the question is: How can employers offer more wiggle room in employee schedules while encouraging healthy boundaries for remote working? Finding that balance will attract female employees and support them as they onboard, train, and thrive. Hear more tips for doing just that plus a personal side of the story by watching our Brews with Bridget takeover. 

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