The 1960s were a decade of radical cultural and societal change for women.
They entered the labor force in record numbers, helped lead anti-Vietnam War protests, and promoted African American civil rights. Despite this, they recognized that equality remained a distant dream. Not only did they get 'female-only' jobs (where looking good was a requirement), but there was also significant gender discrimination in earnings, education, placement, and even workplace harassment.
We're now in 2023, and while a lot has changed, we're still not there.
It is an undeniable fact that a diverse range of ideas, experiences, and perspectives contributes to an organization's success. In these disrupted times of ever-changing consumer expectations, the key to success lies in innovative thinking, which can only be achieved through a multifaceted and diverse talent pool. Organizations that want to be at the forefront of their industry choose to be more inclusive and to tap into the world's talent pool.
Increasing the number of women in the workforce is not only the moral thing to do, but it is also the smart thing to do.
You Can't Expect To Be Successful If You Don't Use Half Of The Talent That Society Has To Offer
Workplaces that are more inclusive foster a stronger and more diverse culture. Women in leadership roles around the world have more than established that organizations that think about roles through a narrow gender lens are limiting their chances of success. It is encouraging to see more companies taking action in this area, but much more needs to be done. This is an area where everyone needs to work together, share more ideas, and make a collective impact.
Jobcurators exists to enable human potential, and harnessing the power of women in the talent force is a natural orientation.
We are excited about the new structure because it addresses the aspects of effectively assisting women returning to work after a break. This is a segment that has been a leaky bucket for the industry as a whole because women who take a break for a variety of reasons find it extremely difficult to re-enter the current industry.
We take a different stance on this.
We want to take equal, if not greater, responsibility for assisting women returning to work in roles where they can make an impact in proportion with their capability and potential. This means avoiding "safe" roles and instead pursuing all relevant ones. There is a level of support required in this integration, which we are happy to invest in because we see the benefit to everyone involved in bringing more powerful talent back into the mainstream.
What do you believe you would require if you returned to work after a break?
Do you believe that diversity and inclusivity have an impact on an organization? What can be done to improve the situation? I'd love to hear your thoughts, whoever you are, because this is something we all need to address.
If you're a woman on some time off and want to restart your career in a company that has valued, acknowledged, and addressed the issues that women face when returning to work, look no further and simply return to the workplace.