It’s not fair, but it is a reality that many women are bearing the brunt of childcare/on-line education while simultaneously trying to keep moving up the ladder at their law firms. If your firm hasn’t done anything to ease these burdens, it’s time to ask why not.
Here’s what they can do:
- Provide greater parental resources and support. Ask your employees what would help them. Child care bonuses? Tutoring support? Additional parenting leave?
- Promote flexible work time and flexible hours. Facetime is clearly so pre-pandemic.
- Strengthen wellness and mental health programs. And check in with everyone.
- Use metrics. We can and should be measuring whether women are getting the same opportunities, feedback, and compensation as their male peers. In this Zoom era, we can even measure and ensure equal time in meetings.