It’s a community issue

Last week I was posed the question by The Australian newspaper: “What are the difficulties of being a digital woman?” Here was my response.

Being a woman in the business world (online or offline) is very normal to me – but I am kind of like an ostrich with my head in the sand. I don’t really know what I miss out on – the rugby games or the beers after work that I don’t get invited too. When I read studies [1] that give the principle reason for gender inequality in leadership positions and pay as employers discriminating against women for “simply being female”, it’s clear that something needs to change. And I believe that this has to start at the top – we need role models. More women on boards and in executive roles would be a first step.

This is a community issue – not a women’s issue. One thing we need to consider is “why do women choose to leave the workforce?” I know I did, because when I had children I wanted more flexibility, and in the senior marketing role I held it just was not possible. Women may choose to leave the workforce for lifestyle reasons, parenting or simply because they no longer want to work endless hours and not be appreciated.

The result of the thousands of reasons of why women leave the workforce has meant that more than 50% of women over the age of 45 have less than $8,000 in superannuation. And subsequently, women will be dependent in their old age, either to a partner, family or the state.

Something must be done. Flexible workplaces might be a start, as well as tax deductions for childcare.

I’m glad that at least now there is 18 weeks parental leave. But I think there is a bigger issue. Parenting is an eighteen-year job, and that’s being conservative! What are we doing to support parents for the next two decades? Paid parental leave isn’t the answer to encouraging women to return to work. It’s what we do to make childcare accessible and available to people all the time, without prejudice, whether it’s a mother, father, foster parent or guardian. I understand that women are more likely to leave the workforce after the birth of their second child.

One of my colleagues with young children works part-time at RedBalloon and freely admits that she is a far better wife and mother because she is able to work, contribute and exercise her creative brain with her peers each day.

RedBalloon thrives because of its great team. Part-time roles, the flexibility to work from home or take time-in-lieu are not groundbreaking or innovative on our part. Yet the spirit in which all these are offered may well be. Right now I am on the hunt for childcare places close to the office. Everyone’s contribution here is valued equally as highly, no matter the hours they work, or whether they are working virtually.

So we need leadership from the top, from government and with more women on boards. How do we create truly family-friendly workplaces? Many women are missing out of the non-critical, yet still beneficial, aspects of work – the seminars, the conferences, the networking events, the breakfasts – because who is going to do the childcare and get the kids to school?

It’s important to recognise that it’s not simply a women’s issue, it’s a community issue and one that needs structural economic reform. We’re number one on the planet in terms of educating women in tertiary institutions – yet the participation rate of those women in leadership roles is dire. Simply, we’re not getting the return out of our highly educated people because these women are not able to easily contribute back to society, no matter how much they wish to.

We can’t all run online businesses so we can have the lifestyle, flexibility and fun we need to fulfill on the varied roles we play – as parents and business leaders.

[1] National Centre for Social and Economic Modelling (NATSEM).

Naomi Simson is considered one of Australia’s ‘Best Bosses’. She is an employee engagement advocate and practices what she preaches in her own business. RedBalloon has been named as one of only six Hewitt Best Employers in Australia and New Zealand for 2009 and awarded an engagement scorecard of over 90% two years in a row – the average in Australian businesses is 55%. RedBalloon has also been nominated by BRW as being in the top 10 Best Places to Work in Australia behind the likes of Google. One of Australia’s outstanding female entrepreneurs, Naomi regularly entertains as a passionate speaker inspiring people on employer branding, engagement and reward and recognition. Naomi writes a blog and is a published author – and has received many accolades and awards for the business she founded – RedBalloon.com.au.