SEPTEMBER 2023HR TECH OUTLOOK8In My OpinionEven before the pandemic hit, many women felt pressured by the need to "do it all" ­ to seamlessly feel the need to balance work and personal lives, to lead, and be good partners and caregivers - all while continuously advancing in their careers. The unrealistic belief that there is a single definition of balance, as though one arrives at that, has long caused many women to feel anxious about their work and feeling isolated in careers where achieving seniority can feel unattainable. But when the pandemic hit, its challenges brought to light many of the issues and impacts women had been battling quietly. Historically, balancing a professional life with parenting has often created more pressure for women than men, with the responsibility for caregiving traditionally falling on the former. But as COVID-19 required childcare facilities and schools to close and remote work became necessary, it created a tension between two simultaneously important forces--career and kids--with little separation for balance. Ultimately, the pressure was too much, disproportionately driving more women out of the workforce than men. We've started to migrate through the most critical period, but we now know our current systems are not optimized to help women succeed in the workforce. And, while we may not have all the answers, there are things we can start doing today. And we can first focus on combatting stereotypes and expectations and develop a working environment where everyone feels supported and empowered to grow. In my experience, that starts with authentic and transparent leadership. Modeling this leadership at all levels can make success feel attainable for women. To do this, I try to be open about my experiences as a woman leader, showing vulnerability and speaking honestly about my professional journey and the successes and challenges I've faced. Having positive woman influences in my career helped me develop and maintain the confidence I needed to succeed. Watching the journey of others also empowered me to realize, our path is truly our own. I want to be sure my organization provides those same opportunities for everyone. Creating an environment where everyone has the support they need to grow throughout their professional journey, whether just starting out or advancing into leadership positions, is key to reinforcing the message that no one needs to be "perfect" to succeed. Ensuring that there are consistent opportunities for mentoring (including reverse mentoring) within your organization is another way to ensure there are development pathways for women and others who have been traditionally marginalized. Mentor relationships can make a real difference when it comes to advocacy and exposure to leaders in the company. These relationships can exist in several ways, whether a traditional one--on--one setup, where employees are assigned an individual mentor who is more senior Linda Nedelcoff, Chief Strategy, and Human Resources Officer, CUNA Mutual GroupByCREATING A CULTURE FOR WOMEN TO SUCCEED IN THE WORKPLACELinda Nedelcoff
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