Keeping flex policies can help, but for post-coronavirus workplaces, business and company decisions need to be made with a “gender budgeting” mindset.
Additional Sources: Engaging Male Allies
Women of color comprise only 4% of directors of the Fortune 50 companies and of their leadership teams, respectively. So while 2018 may be a headline year in terms of progress for women on boards, women of color are lagging far behind their Caucasian counterparts.
Fairygodboss has found in our own survey of men in the workplace that a majority of men say they have privately advocated for equality, diversity and inclusion. While the fact that so many men have spoken up on behalf of women is encouraging, a new study by BCG suggests that younger men may speak up and behave in ways that are more aligned with the concerns of women.
Black women, in particular, are most likely to report that managers do not advocate for them, support them in navigating organizational politics, providing advice, nor give them stretch assignments. Moreover, black women tend to think that the workplace is unfair in terms of growth opportunities and the awarding of promotions. This data mirrors Fairygodboss data where black women report the lowest average job satisfaction levels compared to Caucasian women and other women of color.