The Door to Change is Open
In last month's blog, we discussed the existence of invisible bias towards women in the workplace which ultimately creates invisible barriers leading to fewer women in leadership roles across most companies. As a next step, we need to evaluate the physical nature of the prevailing model of work, the current standard for where and how we work.
When we look at the model honestly and without bias, we see the visible barriers of location, proximity, and flexibility working against women while creating high levels of inefficiencies, as well as an incorrect perception of how workplace value is created.
Prevailing Workplace Model: Biased and Inefficient
The prevailing workplace model has its roots in the first Industrial Revolution, when the asset at the centre of business was physical machinery, and workers simply operated that machinery from a singular fixed location for several fixed hours per day.
Today, that asset has evolved. A company’s most valuable resource is now the human capabilities of creativity, empathy and teamwork inherent in their workforce. Despite this incredible shift in the source of economic value over the past 100 years, many employers operate with inertia -- utilizing an outdated model of work and subconsciously allowing for the practice of bias. The model ultimately sustains barriers and perpetuates the repeating cycle of burnout, fallout, and stay-out for many women in the world of work.
Location Bias
Employees who don’t live near the office or in a large city do not have the same opportunities for work as those in the city. Each person has their own reason for choosing a home -- close to aging parents, cost of living, school districts, personal preference -- but job opportunities become extremely limited when they cannot work on-site for the best companies.
This tends to affect women more who serve as primary caregivers for children and parents, while their partners may commit to a long commute into the office.
Businesses not only miss out on great talent outside their location, they also spend money on large offices in expensive cities when remote work would be more economically efficient.
Proximity Bias
While these problems may start at the top, proximity bias happens when on-site workers devalue the work of their remote colleagues simply because they do not see the work created on site. Meanwhile, many startup companies have measured the extent of operational inefficiencies of on-site employees who lose hours throughout their day with idle time spent with coworkers, sitting in irrelevant meetings, arduous commutes, and more.
Many studies show the increased efficiency of remote and flexible work.. Those remote workers not only complete their required work tasks as expected, but also manage their homes and relationships in a balanced lifestyle, creating a highly productive and loyal employee.
Flexibility Bias
The current workplace model also holds a very strict expectation of 40+ hours per week, standard 9-5, or unpredictable hours, which again place a strong bias against women who often need flexibility in their hours. The recent growth in women-owned small businesses or sole proprietorships demonstrates how we can work effectively around family schedules while providing a significant source of income for their families.
Traditional workplace models miss out on those talented women, as well as the creative opportunities found by being more flexible.
The Fair Labor Standards Act of 1938 enshrined the 40-hour work week to improve working conditions after a long period of labor and company unrest.. As a country, we acted on a need to make work work for all. It’s time to do it again.
Building an Agile Company
Agile companies have the potential to hire talent from all over the country in all walks of life, which can only increase the opportunity for innovation and creativity. While stepping away from the traditional office model may seem impossible, technology is ready to support you. At the core of your business, you only need two things: trust and tools.
Develop a Culture of Trust
You start building an agile company by developing a culture of trust. Trust that employees will complete their tasks without micromanagement. Trust that video calls and collaborative technology will result in an equal or better presentation. Trust that remote workers will be able to work better when they take care of their many responsibilities and work on a flexible schedule.
This culture of trust could be the first step towards true work life balance and relief from anxiety.
Tools for a Dynamic Workplace
Fortunately, technology has out-paced our corporate offices and created many tools for remote, collaborative teams. Both Google and Microsoft offer services to work in real time on the same document from multiple devices, and video conferencing has never been easier.
With cloud-based project management tools, large teams can see the progress of work without being online at the same time or holding a large meeting. As your team becomes empowered to work without micro-management over every step, they’ll take ownership of their work and feel invested in the outcome.
Connect with SWAY for More Suggestions!
At SWAY, we are committed to helping companies and small businesses build an agile workplace model, allowing them to employ the best talent from around the county. We believe flexible schedules and barrier-free management design leads to more innovation in the long run.
If you’re looking for more suggestions on becoming a gender-balanced enterprise, contact us at hello@swayworkplace.com and let’s connect.