COVID-19 And Its Impact On Women In The Corporate Workplace

Any different kinds of women are employed in organisations and while there may be an overlap of some experiences for women in the workplace, their experiences will also differ in many respects. So, it is important to listen to and make space for all kinds of women in the workplace.

The COVID-19 pandemic has changed the way the legal profession and corporate companies interact with and use technology to do business. Undoubtedly, the most significant shift has been moving toward hybrid working, which has impacted many of the unique challenges facing women at work and benefitting them in several ways.

Hybrid work and childcare 

Hybrid or remote working has given many women and mothers, who statistically are still responsible for the lion’s share of household tasks and childcare, the flexibility to balance various responsibilities more easily. Many new mothers struggle to reintegrate into the workplace when returning from maternity leave. Many women find that they are not reassigned responsibility quickly. Retaining hybrid working policies may assist such women with reintegration into the workplace, enabling a smoother transition from full-time at home to full-time at the office.

Policies implemented post-COVID-19 may signal to women which employers are generally more progressive and, in so doing, assist women in choosing the working environment that best suits them.

Networking and sponsorship

Traditionally, networking and sponsorship events take place after hours in corporate spaces or within defined social settings not always accessible to women. During the pandemic, the introduction of virtual networking events, conferences, webinars and mentorship programmes gave women greater accessibility to these spaces.

However, with more companies slowly returning to work from the office, the occurrence of such virtual events might diminish and fade away altogether. As we adjust to COVID-19, companies should consider continuing to host virtual networking events and sponsorship events for women and all employees to reap the benefits of having access to senior professionals in a more neutral setting.

Sexual assault and harassment 

Unfortunately, sexual harassment and assault remain a daily concern for many women at work. During the COVID-19 pandemic, many women may have experienced a welcome reprieve from sexual harassment and sexist behaviour from colleagues in the workplace (which takes place in person, rarely virtually).

While many organisations have developed policies and training in relation to sexual harassment, it is often the implementation of these policies that is lacking. Effective and meaningful implementation of sexual harassment policies must be undertaken by organisations upon the return of their employees to the physical office to reduce the risk of sexual harassment and sexism.

Overall, we believe that COVID-19 positively impacted women in the corporate workplace by making a tangible difference to the common issues they faced daily pre-COVID-19. Whether this positive impact endures beyond the pandemic years will depend on whether organisations are committed and open to retaining these changes and introducing the flexibility required to attract and retain women employees.