Unfinished Business

1. Women face unique challenges in balancing career and family

"If family comes first, work does not come second. Life comes together."

The tipping point. Many women reach a critical juncture where their carefully constructed balance between work and family topples over. This often occurs with the birth of a second child, a child's illness, or when aging parents need care. The challenge is not just about time management, but about societal expectations and workplace structures that haven't evolved to accommodate the dual roles of caregiver and professional.

The motherhood penalty. Women face significant career setbacks when they become mothers. They are less likely to be hired, promoted, or given raises, and often face assumptions about their commitment to work. This "motherhood penalty" contrasts sharply with the "fatherhood bonus" many men experience in their careers.

• Key statistics:
  • Married mothers make 76 cents on the male dollar, compared to 96 cents for single women without children
  • 42% of women with advanced degrees leave the workforce for a period, compared to 28% of men
  • Women are 79% more likely than men to leave a job due to caregiving responsibilities

2. Caregiving is undervalued but essential for society

"Care produces people."

The care economy. Caregiving, whether for children, the elderly, or the disabled, is fundamental to society's functioning. Yet it is often unpaid, undervalued, and predominantly shouldered by women. This imbalance has far-reaching consequences for gender equality, economic productivity, and social well-being.

Revaluing care. Recognizing caregiving as skilled, valuable work is crucial for achieving gender equality and societal progress. This involves not only compensating care work fairly but also incorporating it into measures of economic productivity like GDP.

• Benefits of valuing care:
  • Improved child development outcomes
  • Better elder care and reduced healthcare costs
  • Increased workforce participation and productivity
  • Enhanced social cohesion and well-being

3. Workplace flexibility benefits both employees and employers

"Focusing on how long you are at work rather than what you actually get done is part of a larger set of assumptions about what it takes to do a good job when you are on the job."

Results-oriented work environments. Progressive companies are shifting from measuring hours worked to evaluating outcomes. This approach, often called ROWE (Results-Only Work Environment), allows employees to work when and where they choose, as long as they meet their objectives.

Flexibility as a competitive advantage. Organizations that offer genuine flexibility report higher employee engagement, productivity, and retention. This is particularly crucial for retaining talented women who might otherwise leave the workforce due to caregiving responsibilities.

• Examples of successful flexible work policies:
  • Unlimited vacation time (e.g., Netflix, Virgin Group)
  • Remote work options (e.g., Automattic, GitLab)
  • Compressed workweeks (e.g., many healthcare organizations)
  • Job sharing (e.g., various government agencies)

4. Men need equal opportunities for caregiving roles

"Real equality for men and women needs a men's movement to sweep away the gender roles that we continue to impose on men even as we struggle to remove them from women."

Redefining masculinity. Societal expectations often discourage men from taking on caregiving roles or seeking work-life balance. Changing these norms is essential for achieving gender equality both at home and in the workplace.

Paternity leave as a catalyst. Encouraging and normalizing paternity leave can lead to more equitable division of childcare and household responsibilities in the long term. This, in turn, allows women more freedom to pursue their careers.

• Benefits of increased male caregiving:
  • Improved child development outcomes
  • More equitable career advancement opportunities for women
  • Reduced gender wage gap
  • Enhanced work-life satisfaction for both men and women

5. Rethink career planning as intervals of competition and care

"If you are expecting to have a family, or if your parents are sick or aging, you will face times when it will be very hard to focus intensely on your work."

Career intervals. Instead of a linear career path, envision a series of intervals alternating between periods of intense career focus and periods prioritizing caregiving. This approach allows for a more balanced life over the long term.

Portfolio careers. Develop a diverse set of skills and experiences that can be applied in various roles and contexts. This flexibility can make it easier to transition between different career phases and accommodate caregiving responsibilities.

• Strategies for interval career planning:
  • Anticipate potential caregiving needs in advance
  • Develop transferable skills
  • Build a strong professional network
  • Stay engaged during caregiving periods through part-time or freelance work
  • Plan for re-entry after caregiving intervals

6. Language and societal norms shape work-life expectations

"Change the way you talk."

The power of language. The words we use to describe work, family, and gender roles significantly impact our perceptions and expectations. Changing our vocabulary can help reshape societal norms and workplace cultures.

Challenging assumptions. Question ingrained beliefs about what makes a good employee, parent, or leader. These assumptions often reinforce outdated gender roles and work practices.

• Language shifts to promote equality:
  • Use "working parent" instead of "working mother"
  • Replace "stay-at-home mom/dad" with "lead parent" or "primary caregiver"
  • Describe flexible work arrangements as "customized" rather than "alternative"
  • Avoid gendered terms like "career woman" or "family man"

7. Building an infrastructure of care is crucial for equality

"We need to build a new infrastructure of care for the twenty-first century, one that meets the demands of our society and our economy."

Public policy solutions. Implementing policies that support caregiving is essential for achieving gender equality and societal well-being. This includes paid family leave, affordable childcare, and elder care support.

Corporate responsibility. Businesses play a crucial role in creating family-friendly workplaces. This goes beyond flexible work policies to include on-site childcare, elder care support, and career re-entry programs.

• Key elements of a care infrastructure:
  • Universal paid family and medical leave
  • High-quality, affordable childcare and early education
  • Elder care support services
  • Workplace flexibility policies
  • Community-based care networks

8. Leadership diversity drives better decision-making

"When women's voices are heard, as Mendelberg and Karpowitz put it, they are doing 'more than naming a problem; they are including marginalized or disadvantaged groups in the conception of 'us.''"

Critical mass theory. Research shows that having a critical mass of women in leadership positions (typically around 30%) leads to more inclusive decision-making and better outcomes for organizations.

Changing male behavior. Increased female representation in leadership roles can also positively influence male leaders' behavior, making them more likely to consider caregiving issues and support for disadvantaged groups.

• Benefits of diverse leadership:
  • Improved financial performance
  • Enhanced innovation and creativity
  • Better risk management
  • Increased employee satisfaction and retention
  • More comprehensive problem-solving

9. Redefining success beyond traditional career metrics

"I hope that we can all imagine different and much more equal lives for our children."

Holistic measures of success. Expand the definition of success to include not just career achievements, but also personal fulfillment, family relationships, and contributions to community.

Challenging the competitive mystique. Question the assumption that constant competition and career advancement should be the primary focus of one's life. Recognize the value of care and connection alongside professional accomplishments.

• Alternative measures of success:
  • Work-life satisfaction
  • Quality of relationships
  • Personal growth and learning
  • Community involvement and impact
  • Health and well-being
  • Legacy and long-term influence

Last updated: January 24, 2025