More women ages 25 to 54 are working or seeking jobs.
That is so encouraging to hear. But I wonder how seamless this will feel for some.
In 2020, many women either lost their jobs or left the workforce, which led to the coining of the term "she-cession." With women typically being the primary caregiver in their households, stepping back from work was a necessity for some.
Politico reported in 2021 that nearly 1.8 million women exited the workforce during the pandemic. In June 2021, only 57.5% of women aged 20 and older were active in the U.S. labor force.
The latest jobs report from the Labor Department this June states 77.8% of women between ages 25 and 54 are participating in work. This is up from 77.6% in May and marks the highest in U.S. history, USA Today reports.
One problem still exists, however. Childcare.
I've heard of recent instances where women in the hotel industry who were invited to speak at conferences ended up having to back out due to shifts in childcare plans.
The industry is making progress in advancing women in the industry and increasing their presence on the main stage. Sometimes these instances just can't be avoided, but I wonder if companies can do more to help and ensure that women can make it to the stage.
This year, it was reported that families in the U.S. are paying between 8% and 19% of their incomes on childcare.
In July, the Biden administration revealed a series of proposed measures that could make childcare more affordable for some lower-income, working households.
"It would cap childcare co-pays at no more than 7% of a family's income and encourage states to waive co-pays for families at or below 150% of the federal poverty level, or about $37,300 for a family of three in 2023," CNN reports.
All in all, nearly 80,000 families would spend less for childcare.
While I don't know what every company in the hotel industry offers in terms of childcare through its employee benefits package, I did check a few company pages out.
Marriott International offers families discounts at more than 2,200 childcare centers. Its associates can also partake in a Dependent Care Spending Account and save money using pre-tax dollars to help pay for childcare expenses.
Hilton has its "Care for All" program, which assists in finding "quality, affordable childcare."
IHG Hotels & Resorts recently partnered with Busy Bees Nurseries in the United Kingdom to offer discounted childcare services as well as "financial relief and flexibility for working parents."
That's just to name a few. I'm sure there are so many more companies in the industry with a similar level of benefits.
If it's not included in your company's benefits package, I would strongly urge your human resources department to reevaluate the menu of offerings. I want women to have an equal chance to be the face of their companies by being on stage at conferences.
Oftentimes when I interview women in the hotel industry, they tell me that it's possible to have both a career and a family. Neither one needs to be sacrificed. That doesn't mean it's easy, though.
"I've seen a lot of women leaving their job because they have to pick between family and work. This is way too often; there's got to be a big change. I think that giving women more recognition and understanding the challenge they are facing now is huge, especially with schools, a shortage of teachers puts even more pressure [on parents]," Jing Butler, associate director of sales at Westin Riverfront Resort & Spa Avon, Vail Valley, told me during an interview in 2022.
I hope that changes. I hope as more young women enter the workforce, they realize they can do both. But it will in part require help from their employers.
Send me an email or connect with me on LinkedIn.
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