Currently, there is a massive gap between the
number of women and men who are actively successful within the workforce.
According to The Rockefeller Foundation, “Across geographies and income levels,
disparities between men and women persist in the form of pay gaps, uneven
opportunities for advancement, and unbalanced representation in important
decision-making.” Women offer unique perspectives regarding community building,
company advancement, and mentorship within the workplace that men often fall
short to achieve due to their communication styles. Despite outperforming their
male counterparts academically, women continue to be under-represented in the
workforce.
Women have to overcome the barriers of parenthood, often with minimal support from their employers; men tend to be applauded for holding down a career and managing their fatherly duties. At a basic level, there is a lack of support for families, working parents face many struggles, and if companies are to empower women they need to begin supporting working parents across the board, “ As in an Olympic relay race, working parenthood depends on the ability to successfully navigate transition points — the hand-offs, the turns. Coming back from leave, welcoming a second or third child, or accepting a change in role or schedule are just a few of the transition points that can derail or strain the most competent working parent employee. That’s why concentrating benefits and programming on these critical points can yield significant return on investment. Johnson & Johnson permits mothers and fathers to use their parental leave on a phase-back basis, ensuring ...
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