OVER THE PAST decade the demands of the corporate world have increased ten-fold, resulting in ever increasing time driven demands on executives in order to be in compliance with what is expected of such roles. This leads to a heart wrenching battle between family and career.
For female executives, this situation goes even further, extremely delayed childbearing up to and including involuntary and voluntary childlessness.
Traditionally, corporate life has been a man’s domain by design. Clearly, times have changed and now women no longer aspire to be housewives/mothers only, but to develop a career in the corporate world, which is a jealous task manager.
To address what is considered the inevitable, many female executives delay, motherhood until they have reached the point in their careers usually in the higher echelons and then decide to take time out for motherhood and family life.
Usually, unless they have very strong familial and corporate support, motherhood starts in the late 30s and early 40s when they are exposed to increased health risks. This also has serious implications for retirement income which must also be considered as the child or children will incur increased costs.
Therefore, in order to remain relevant in the corporate environment, women are even prepared to risk their lives. Additionally, some women also take the decision not to have children so that they can focus on the continued development of their careers because they are painfully aware that no man can serve two masters.
Certainly, in 2017, there are several things that can be done to mitigate against women having to make such a choice!
Home working
Allow female executives the option to work from home for at least two to three days a week depending on the nature of the job so that they can take care of their children while still fulfilling the demands of their role.
Alternatively, the company may provide sponsored before school and after school care for children especially since school times are fundamentally at odds with corporate work times. This would allow executives to feel comfortable reporting for work ahead of the required time and working late as they know that their children will be well taken care of. This should be provided for elder care as well, wherever possible.
Use of technology
Technology has developed by leaps and bounds and therefore it is highly recommended that technology be used to keep employees connected with the workplace and enable them to communicate and work remotely. Programmes such as Skype and Google Hangouts can facilitate this requirement comfortably.
Make enterprise-wide business systems available remotely for staff to carry out their work without having to be physically in office in order execute their work in a timely fashion.
Provide physical and mental wellness professionals to ensure that the team has the best of care especially with the cost and quality of health care across the board being somewhat prohibitive, even to the corporate class.
Flexitime
The employee is allowed a higher level of flexibility but for balance there are core hours that they must work. For instance, 8 a.m. to 10 a.m. is seen as flexible start time, 10 a.m. to 2 p.m. is considered core working times and then 2:15 p.m. to 6:15 p.m. is considered flexible time. In essence, this gives the employee the opportunity to drop off their children at school and be able to collect them without too much stress while putting back in the time to ensure that they meet their targets.
Compressed working hours
Employees may opt to work the traditional 40- hour week with a twist. Employees can opt to work from 9 a.m. to 6 p.m. Monday to Thursday and then work shorter days on Fridays 9 a.m. – 1 p.m.
Geri-Ann Austin is an experienced human resources and employee relations professional. Email: developmentalga@gmail.com