With the rise in remote working experienced over the last few years, managers are recognizing a need to rethink their practices for managing employees.
Working from home provides some convenience for workers, such as less time commuting, guaranteed access to their favorite coffee mug, and occasional cuddles from their furry at-home coworkers. However, many remote workers also experience heightened levels of stress due to competing responsibilities, extended or unsociable hours, and feelings of isolation. Children have spent more time in remote learning situations and parents have had less access to childcare and after-school activities. As women still take on the majority of childcare work, remote working can be disproportionately difficult for women with children. One participant, a gender specialist with OSCE, identified that their organization identified this shift early on and took a responsive approach.
OSCE identified that managers were the primary contact for many employees and would most likely make the biggest difference in mitigating stress and supporting employees at the onset of the Covid-19 pandemic:
This last year we developed guidelines for gender sensitive management practices during remote working due to the pandemic.
Through the development of this guideline, OSCE both recognized the changing needs of their employees and supported their management staff in responding to those needs.
For more information on supporting employee work/life balance, consider checking out the following solutions: