Why it Matters
Since the height of the pandemic, over one million women left the national workforce and never returned1. This has resulted in serious implications for our state’s workforce as businesses seek innovative ways to attract and retain talent in the face of challenges such as rising family care costs and employee burnout.
The Research
Nationally, both men and women experienced a 3% drop in labor force participation through the height of the pandemic. However, men have returned to work at higher rates, whereas over one million women are ‘missing’ from the labor force1. In Georgia, although women make up a greater share of the civilian population, as of 2023, they participate in the workforce at a rate of about 56%, compared to 68% for men2. This means that more women than men are choosing not to engage in the workforce.
Two of the most significant barriers to workforce engagement are cost & availability of caring for family members, and employee burnout. The U.S. Chamber of Commerce cites that 58% of parents were unable to find childcare. Of those that could, over a quarter could not afford it1. Women also participate at higher rates in fields where employees are considered more ‘at risk’ such as education and healthcare, and women continue to break into more corporate roles. Women currently represent one in four C-suite leaders, and 80% of women want to be promoted to the next level4. In 2020, 25% of women considered leaving their careers due to burnout, increasing to 33% of women by 20211. Providing flexible workplace options and resources to help reduce feelings of burnout and accommodate for family care can have significant positive effects on employees’ career trajectory, overall company culture and productivity.
Why it Matters to Your Business
Prioritizing women in the workforce and overall employee retention leads to better employee performance, organizational growth, and a reduction in overall costs3.
What You Can…
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