There’s reason for optimism: in our work with HR leaders and people managers, we’re hearing a common theme. More and more companies are prioritizing the hiring and retention of women employees, for three reasons:
- It’s good business. It’s been proven that gender and racially diverse teams deliver results better than their industry average — Mckinsey published data from 2019 “that companies in the top quartile for gender diversity on executive teams were 25 percent more likely to have above-average profitability than companies in the fourth quartile.”
- Women make better leaders. Women leaders outscored their male counterparts in 84% of the key leadership areas including “taking initiative, acting with resilience, practicing self-development, driving for results, and displaying high integrity and honesty.” Strong, empathetic leadership is a skillset critical to the current climate, with employee burnout at an all-time high and employers in a war for top talent.
- It’s socially responsible. The #MeToo movement challenged the balance of power at work, employees from underrepresented groups are finally being heard and validated, while leadership teams are challenged to lead with authenticity and build strong and diverse teams.
Amidst an absolute childcare crisis, millions of women left the workforce during the pandemic. As things “normalize” (whatever that means!) employers are looking for candidates and women want to get back to work. Here are our tips for taking steps to get back into the workforce, with a role and a company you love.
- During the job search, prioritize companies that have been public about recruiting and retaining women. If possible, read up on the benefits they offer to families and caregivers: this is a great indication of the corporate culture and the way they support working parents overall. Check out the Skimm’s #ShowUsYourLeave hashtag on instagram, so many companies have shared their benefits packages in an effort to be more transparent.
- Given the last two years, many hiring managers and recruiters are finally starting to understand resume gaps, so don’t let that be a mental barrier to getting back in the workforce. Instead, think about crafting a compelling career story that highlights your passion and values to set you apart. Read more about crafting a career story here.
- Seek out recruiters that specialize in diverse candidates, like Connectalect, InkWell, and The Mom Project, and if you are looking for coaching and support, check out Parents Pivot or Power to Fly. If you want to chat about it more, email us!
- #AddtoResume: RaisingHumans. Motherhood doesn’t make you less of an employee; in fact, it makes you a better one. Multiple studies reveal the transferable skills acquired in caregiving can be attributed to the success in the workplace: delegation, empathy, time management, resilience, communication.
- Career break can include parenting, caregiving and bereavement. Good news is that LinkedIn is supporting this in their latest feature. So fill in the “blank” proudly and move forward.
By now you know we believe parenthood fosters the kinds of leadership skills that belong on your resume. Don’t let a resume gap hold you back in pursuing your personal or professional dreams!
This piece originally appeared on SUPERKIN.com.
