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Pandemic, Women, Work From Home and Family. Really a bad combination.
The Covid-19 recession and pandemic have increased the impact on women in terms of economic security, employment, political representation, and health.
The Covid-19 pandemic has had multiple impacts on the condition of working women. The pressure of the pandemic affects the majority of industrial sectors where women work, economic security, employment, political representation, health to education.
The Australian Embassy's Counselor, Todd Dias said, the Covid pandemic has confronted companies with various and complex problems. Many companies face difficult situations to survive.
Covid-19 has put women at a disadvantage. The work from home (WFH) policy seems to add to the double burden borne by women.
"Combined with the view and normal practices that women are the fundamental parental figures in the family, causing working women to need to work more enthusiastically in dealing with their work and family," he said in the SAFE Forum online class entitled Economic Sustainability Pathway.
Therefore, his party supports all programs and initiatives to promote gender equality. Through the Business Coalition for Women's Empowerment and Investing in Women, Australia is encouraging companies to increase women's participation in the formal sector.
This is done through policies that are friendly to women and an inclusive work environment.
Research shows that the recession and the Covid-19 pandemic have magnified the impact on women in terms of economic security, employment, political representation, and health.
Women-dominated sectors such as tourism, retail, sales, manufacturing have been hit hard during the pandemic. More women are in temporary or part-time jobs.
"They are bound to lose their positions than men. Expanding women's work support is a likely monetary chance and is progressively critical to consider right now," he said.
In the period 1991-2019, female labor force participation in the share of the working-age population increased by only 45-51%. Meanwhile, the Covid-19 situation has made this condition backward from efforts to increase the participation of the female workforce.
He explained that there were various findings regarding the impact of Covid-19 on female labor force participation. These findings include, among others, a joint survey consisting of 300 male and female employees during the pandemic, a work from the home survey conducted by IBCWE in 2020.
Then, a survey of social practice attitudes towards 1000 male respondents and 1000 urban millennial women, research by the International Labor Organization (ILO) and Investing in Women, Rapid Analysis of Covid.
More than 60% of male and female respondents believe that women are better at domestic work. "The perception is difficult to ensure that household responsibilities can be divided equally. Covid-19 has increased the domestic burden and is mostly borne by women," he said.
Meanwhile, lessons from Covid-19 that the private sector needs to consider, show that almost 80% of employees feel the same or more productive during the crisis and most works from home (WFH) activities are implemented.
The Covid-19 pandemic also has a significant impact on welfare, which is quite significant and needs to be considered. As many as 36% of respondents felt it harmed mental health and almost a quarter of respondents reported that Covid-19 harmed physical health.
"Stresses over the circumstance are 75% and monetary issues 68% are the principle issues for emotional well-being. Both have similar concerns for both," he said.
As a result, companies can consider permanently flexible policies and increase the chances of retaining female talent who will leave the workforce due to household responsibilities and re-enter the workforce.
Gender Equality in Companies
Several companies revealed that the company supports gender quality which is strengthened by obtaining the EDGE certification in 2018. This is seen as an advantage, in the midst of efforts to achieve sustainable development goals or SDGs.
Even so, the company admits that it is difficult to balance the composition of female employees within the company, especially in factory locations. "When hiring employees to work, we don't discriminate. However, most of the applicants are men. First, this is indeed a high manufacturing company and women are generally less supportive of working in this location due to the factory's social situation," said a Human Capital Officer.
He also mentioned female employees are usually placed in the head office, management, or retail.
A Human Resource Officer said that his party supports gender equality, supported by the company's global inclusive diversity pillar. Which is the target, there are 30% women at the executive level and 42% at the director level.
The company also supports three commitments, namely parent-friendly role models, increasing women's inclusion, and mobilizing other companies to increase gender equality.
The company also provides equal opportunity to raise children, 6 months maternity leave, and 2 weeks paternity leave to wait for the wife after giving birth.
Statistical data (BPS) notes that the positions of managers in large companies are still dominated by men. In the last three years, the highest figure was in 2016 at 75.83%. In contrast, only 24.17% of managerial positions are filled by women.
Although men still dominate managerial positions, the number began to decrease slowly in 2017 and 2018. They were 73.37% and 71.03%, respectively. The trust in women to carry out their duties as managers also increase. In 2017, 26.63% of women served as managers. The following year it rose to 28.97%.
McKinsey's 2018 research states that gender equality can boost the annual Gross Domestic Product (GDP) by 2025. Gender equality needs support from various parties, including the government, private sector, and individuals.
This content is accurate and true to the best of the author’s knowledge and is not meant to substitute for formal and individualized advice from a qualified professional.
© 2021 Hanza