According to the new Women in the Workplace Report, women's contributions to workplace culture are largely 'unrecognized' and 'unrewarded' and women are facing a historically high risk of burnout. Women of color, in particular, are not getting the support they need.
The problem? Traditional performance review criteria do not account for all of this valuable labor—even though it is widely recognized that such cultural work helps build successful teams and contributes to the bottom line."One solution companies should consider," says Huang,"is incorporating criteria into performance reviews that recognizes the work managers are putting into supporting their teams and DEI efforts.
In other words, women are mindful of the burnout they see in others and trying to help, but that is in some ways adding to their own burnout. Companies"should look for ways to reestablish work-life boundaries at a company-wide level." Helpful policies might include setting specific hours for meetings, limiting emails outside typical business hours, and encouraging explicit communication about work hours and availability.
One problem, the report says, is that while a good deal of attention has been paid to addressing bias in the hiring process, bias in the performance review process has received far less scrutiny. In addition to more bias training, Huang says that companies need to put actual structures in place that reinforce bias training: for example, third-party bias observers and clear and objective criteria.
People do not automatically know what it means to be a good ally to women of color—to translate good intentions into action. And while 34% of employees report having received anti-racism training over the past year, only 14% have received training in allyship.
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