Why women should be paid for domestic labour

For the first time in 60+ years, the gender pay gap widened two years in a row. 2024: women earned ~81¢ on the dollar (down from 84¢ in 2022). Men’s median pay rose 3.7% last year; women’s stayed flat. I boil writing this. And guess what: “negotiating harder” isn't the problem. It’s our systems: → #RTO mandates that punish caregivers → Childcare that costs more than a second mortgage → #Performance criteria that reward face time over outcomes → A broken rung that stalls progression long before pay is set If you lead teams, here’s where to start: → Audit #attrition and #promotion by gender/caregiver status post-RTO. → Define outcomes-based performance (equal criteria for hybrid/remote). → Add #flexibility with guardrails: core hours, predictable collaboration days. → Run a #payequity review—and fix gaps against a clear timeline. → Explore childcare support (stipends, back-up care, pre-tax benefits). Unfortunately, equity doesn't happen on its own. It requires intentional investment, just like anything else you care about seeing through. Yes—both action and $$$. Full Washington Post piece in comments. #PayEquity #FutureOfWork #PeopleOps #Leadership #WorkplaceCulture #CaregiverEconomy

Return to Work / Return to Lower Pay for Women Women's pay is falling behind men's, with the widest pay gap since 2016, as women made 81 cents on the dollar compared to men last year. Economists attribute this to the return-to-office push, which prompts women to quit, decline promotions, or opt for lower-paying jobs with more flexibility due to household responsibilities and childcare. A recent study shows women are nearly three times more likely to leave tech or finance jobs with return-to-office mandates, often accepting lower-ranking positions.

“RTO mandates aren’t just less flexible—they’re pushing women out of the workforce. Turnover for women under RTO policies is three times higher than for men. Mothers of young children are the hardest hit, with labor force participation dropping 2.8 percentage points—the steepest mid-year decline in more than 40 years.”

Women’s Pay Is Falling Behind. Is the Return to the Office to Blame?...yes. The pay gap between women and men widened to 81 cents on the dollar by last year, the largest gap since 2016. Economists say there are likely several factors at play, including the high cost and scarce availability of affordable child care. Women are nearly three times more likely than men to leave a job at a high tech or financial firm when it introduces a return-to-office mandate, https://lnkd.in/ez_sdZX7 

Check out our founder Julia Korn's latest piece for Forbes, titled "Return-to-Office Mandates are the New Glass Ceiling." The gender wage gap has increased for the second year in a row, upending decades of progress for pay equity. In her article, Korn argues that RTO mandates are a main cause. CEOs say it's about "culture," but it's really about control. When companies force non-flexible RTO policies, these disproportionately affect women who take on the bulk of childcare and home care duties. Women are then forced to “opt out” of work not by choice, but by necessity. This results in women taking more junior jobs for less pay, or leaving the workforce entirely. The data is clear: companies with more women in leadership outperform their counterparts. Those that empower their employees will lead the future of work. It's not too late to reverse this trend. Help us spread the word about how flexibility and trust are good for everyone, including women. Article here: https://lnkd.in/eaGySjpx ♻️If you enjoy this content, follow The Women’s Leadership Accelerator and our founder Julia Korn and reshare with your network!

So many glass ceilings for women. When I worked in tech, part-time workers counted as a full headcount and were expensive “on the books”, got piecemeal and less valued work assignments, and were more likely to be laid off. If worked remotely, it was yet another reason to go or be let go. The onus of maintaining communication with team managers, leaders, and mentors all fell on the remote or part-time worker. Many do more than their part-time workload required just to keep working, just as 40-hr employees often work unpaid overtime. Because of the need for flexible hours, some work may not be accomplished if those work hours conflict with child or elder care or other home needs. They need to ensure their accomplishments are written up and passed up with regular 1-1’s with manager, skip-managers, and team leads to stay on the radar and to advocate for meaningful and impactful work roles.

"Countries with greater female political representation consistently implement policies that support gender-equal labour markets, such as paid family leave, pay transparency and childcare infrastructure. These policies don’t just benefit women; they increase workforce participation, boost productivity and fuel economic expansion." https://lnkd.in/gdEdf5Wt

"The analysis, published by the left-leaning Canadian Centre for Policy Alternatives on Oct. 20, estimated that 59 per cent of the employees whose jobs will be cut will be women, 5.5 per cent will be Indigenous people, 26 per cent will likely be racialized and 8.3 per cent will have a disability. Racialized workers make up 31 per cent of ESDC’s workforce and 41 per cent of Immigration, Refugees and Citizenship Canada, two departments expected to see high job loss as the spending review launches." #jobcuts #indigenous #women #racialized #disability #policychange #dei #diversity #equity #inclusion #genderequity #racialjustice #publicservice #diversityandinclusion #workplaceequity #womeninworkforce #racializedworkers #employmentequity #budgetcuts #federalworkforce #inclusiveworkplace #systemicbias #equitymatters #representationmatters

Why are women stepping back, and what does it cost us? The Economist’s recent piece on motherhood and workforce participation in the U.S. is a stark reminder: when women leave the labour market, it’s not just a personal loss, it's also a structural one. We talk about productivity, innovation, and leadership pipelines, but we rarely confront the economic drag of undervaluing care. Boards lose future directors. Executive teams lose depth. Markets lose momentum. When I returned to work after adopting twins, there was almost nothing left in my pay after covering childcare. I saw it as a long-term investment in my career, but not all women are as fortunate, or supported. Australia is making policy moves: expanded parental leave, superannuation on government PPL, improved childcare access. The UK, by contrast, is slipping in global rankings. As AI reshapes work, the question isn’t just who’s being displaced, it’s who’s being quietly excluded. The intersection of technology, care infrastructure, and gender equity isn’t a niche concern, it’s a business imperative.

Women’s pay equity has taken a hit: Women used to earn ~60% of men for comparable work during the 1960s and 1970s. The fraction rose steadily, until it reached ~84% a couple of years ago. It has now fallen to 81% due to employers’ return-to-office mandates. [Washington Post]