Thinking outside the box about the future of work for women
The challenge of keeping women at work – not letting jobs for women slip through the cracks – is a multi-layered factor given the many pressures and gaps with which women’s careers are fraught.
In the new McKinsey Global Institute (MGI) report “The future of women at work – Transitions in the age of automation”, it has been observed that women have less time to add to their existing skills and build new ones. This can be attributed to the demands on their time by household tasks, family members who require care, and immobility to reach far-off locations. Highly-skilled women are arguably more secure in their positions while as many as 12 million women are faced with the possibility of being right-sized by their outfits as automation takes over by 2030. The report covers the developed nations as well as the four major players from the emerging markets – Mexico, India, China, and South Africa.
Workplace Inequality and the Burden of Domestic Roles
One of the most persistent challenges women face in the workforce is balancing the demands of their personal and professional lives. Women continue to bear the brunt of household responsibilities, such as caregiving for children, elderly family members, and managing domestic tasks. This burden restricts their ability to fully invest in skill development, making it harder to stay competitive in an increasingly automated job market. Companies should consider offering flexible work arrangements or providing subsidies for domestic help to reduce this strain, allowing women to devote more time and energy to their careers and professional development.
If personal life stages that cause women to drop out of the workforce such as childbearing and child-rearing are set aside, there are aspects such as technical acumen that threaten to disrupt the future of work for women. Even as women begin their careers, the gender parity between women who enter STEM fields against men is extremely wide. Not having a background of the hard sciences and quantitative skills can become a major roadblock to reskilling, especially when the possibility of Artificial Intelligence taking over jobs looms large over tech-adjacent jobs.
The Gender Gap in Technical Skills
One key area where women fall behind is in technical education and skills, particularly in STEM fields. The gender gap in STEM is glaring, with fewer women pursuing careers in science, technology, engineering, and mathematics. This gap persists throughout the career lifecycle, with women being less likely to upskill in technical areas. As automation and AI begin to disrupt industries, women who lack these essential technical skills will be at a significant disadvantage. To address this, organizations should prioritize initiatives that make STEM education more accessible to women at all levels, from early childhood education to adult reskilling programs. This approach will not only help women keep pace with technological changes but also increase their representation in high-growth, high-paying fields.
It is a fact that automation will proceed to take over most of the repetitive jobs in the market in the coming years. The jobs held by most women who work at the entry-level or mid-range skill-level will be rendered redundant. Forward-looking employers with women empowerment in mind need to bring their heads together to keep their female workers abreast of these changes. That’s not to say men are not subject to the need for upgrading and re-skilling.
The Future of Work: Automation and Its Impact on Women’s Jobs
As automation continues to evolve, many jobs traditionally held by women, especially in entry-level and mid-skilled roles, are at risk of being replaced by machines. These jobs are often repetitive, administrative, or clerical in nature, making them prime candidates for automation. In the face of this, companies must ensure that women are not disproportionately affected by job displacement. Offering reskilling and upskilling programs that focus on higher-level skills will empower women to transition into roles that are less vulnerable to automation, such as those requiring creative thinking, emotional intelligence, and strategic decision-making.
Gender equality in India, though bleak, shows that men too are set to be relieved from work to the tune of 44 million jobs due to the advent of automation. But the point of focus of this article is the multitude of factors that hold women at work back. Specific points of concern such as affordable and safe transportation, infrastructural facilities, and safety issues that are not relevant to men are covered in this report.
Practical Barriers: Safe Transportation and Infrastructural Challenges
In many regions, particularly in developing economies, women face significant barriers to accessing employment due to issues such as lack of safe and affordable transportation. In countries like India, where women are often responsible for domestic duties, long commutes to work are not only time-consuming but also fraught with safety risks. Employers can support women by offering transportation services, partnering with ride-sharing companies, or even offering remote work options where feasible. Additionally, creating safe working environments and providing childcare facilities will allow women to remain in the workforce despite these logistical challenges.
In the McKinsey report, it is acknowledged that managers who bring out targeted training programs, workshops, and entrepreneurship opportunities for women save the metrics of gender equality in the workplace. A close second in priority is the need to provide safe transportation, child-care facilities, and self-paced reskilling opportunities. These practical considerations allow jobs for women to be less constrained by logistical difficulties and afford motivation and self-assurance in Indian women.
The Importance of Managerial Support and Flexible Work Environments
The role of management is crucial in empowering women to overcome barriers to career progression. By providing tailored training programs, mentorship, and entrepreneurial opportunities, employers can support women in navigating the changing job market. Moreover, implementing flexible work policies such as remote work, flexible hours, and job-sharing can help women manage the competing demands of work and family. These strategies are not only beneficial for women but can also improve employee retention and satisfaction across the board.
Offering these support features to women at work, while promoting reskilling and upskilling opportunities for women in the workplace is the way forward. It allows a greater number, from different life-stages to participate in the global movement towards the future of work for women.
References:
- The future of women at work – Transitions in the age of automation, McKinsey Global Institute, June 2019
- India Employer Forum, Rise In Salaried Workers, Women Fare Better: NSO, November 2019
