Like most of the big problems that have emerged in 2020, this isn't one that can be solved by one employer or industry. But credit unions can take several steps to help soften the blow:

Extend understanding, flexibility and patience to employees who were suddenly thrust into juggling work and childcare at home by no choice of their own. Based on what we've heard from CEOs so far, credit unions have already been doing a great job of this, with some saying that background noise from kids and pets during Zoom calls has become an accepted norm. The McKinsey study noted, however, to be mindful not to display gender bias as a result of these types of calls, as women with children playing in the background can sometimes be perceived as less serious about their work.
If you're able to, expand your credit union's benefits program to provide greater support to employees with additional caregiving responsibilities during the pandemic, for example by offering more paid leave.
Reflect on what your expectations were for employees pre-pandemic, assess whether those expectations are still realistic today, and adjust accordingly. Also, encourage better work-life balance for remote employees by designating specific working hours that still allow them to meet personal and family obligations, and refrain from contacting employees during "off" hours.
Hire and promote more women into leadership positions, and consider what types of programs could be implemented to support the professional advancement of women, especially Black women.

Women have always gotten the short end of the stick in the workplace. As this crisis worsens and takes new twists and turns, let's work to make sure they still have an end of the stick to hold onto.

Instant Insights /

One Step Backwards for Womankind

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