flexible work

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Women in the Workplace 2022

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The 2022 Women in the Workplace report was released in mid-October and many of us have seen the big findings from the report hitting the headlines. While the talent pipeline has been suffering from a “broken rung” for a while, and the representation of women took a hit during the pandemic as women left the workforce, we’re now seeing more senior-level women leave their current organizations for companies that are more supportive.

When they leave, they take not only their talent but also much of the drive and effort behind creating those supportive work environments which are also increasingly more important to younger talent.

What do we do about it? My short answer is, let’s structure our organizations in a way that empowers managers to make a difference. Let’s set our managers up for success so they can set their direct reports up for success.

Supporting Women in the Return to In-Person Work

Along with many of our clients, Gild Collective is beginning the transition back to in-person work. With several in-person workshops scheduled this June, the trend for companies returning to some amount of in-person work is clear.

As the transition to in-person work begins, how can each of us—regardless of role—push back against the negative impacts on women caused by the pandemic, and avoid new ones?

The Future of Work is Flexible. Let’s Ensure it’s Equitable, Too

In December 2020, Mercer released their final survey in a series designed to measure the impact of COVID-19 on the workplace. It asked the question, “How are companies addressing flexibility, inclusivity, and the continued impact of the pandemic?”

The data on flexible working is clear, but while it shows that employers are more focused on inclusion than ever before, culture changes aren’t happening. We have the opportunity to form flexible work practices focused on being inclusive from this point forward.

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From Bar Exam to Partner: A Closer Look at Women in Law

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According to the NAWL 2017 Annual Report Survey, “for over a decade, approximately 50 percent of law students nationwide have been women, law firms have recruited women entry-level associates in proportion to their representation among law school graduates.” However, as in many male-dominated industries, we do not see the same proportion of women represented as equity partners in those same law firms.