These are challenging times, and as an employer, it is crucial to focus on all of your employees’ health, prosperity, and productivity, including mothers working from home. Otherwise, you risk losing talented women with growth potential or in leadership ranks vital to your company. As we have noted in our book Play Nice, gender diversity on teams and corporate management dramatically benefits a company’s success and profitability.

The “new normal” requiring employees to work remotely has sparked indifference and hostility by senior employees and executives against working moms. Interruptions on Zoom and conference calls by children are likely and inappropriate comments such as "You will not be part of this new project since you are too busy with mommy duties," or your employee asks you for help as the superior and you dismiss her concerns with “you will just have to deal with it to keep your job” or “if you can’t adjust, your career will suffer,” are now more common. If the employee complains, she is likely to suffer retaliation or in some cases termination "for business reasons" or "for failure to perform her job duties."

Employers who exhibit themselves as non-supportive of female employees or seen to be disrespectful during challenging times are less likely to attract and retain talented employees. 

How Can Employers Help? 

1. Conduct regular interactive reminder sessions with your employees and leadership that the company has and enforces zero-tolerance policies against bullying, harassment, and discrimination of any kind—review recent violations as examples for clarity and understanding. 
2. Encourage complaints and take them seriously. Address any concerns immediately and effectively with appropriate punishment for violations. 
3. Provide support to employees in balancing work and life, including in-home assistance or other options for childcare and schooling, flexible work schedules (with temporarily reduced hours during the pandemic), mental-health counseling if needed, and emergency loans and grants.
4. Talk through realistic work schedules to make sure parents can address getting kids ready for online learning, lunch, and dinner time. For example, avoid calls when kids are getting prepared for online learning or during lunchtime.
5. Revisit work deadlines and scope of necessary work to lighten responsibilities—schedule low-priority items for a later date. 
6. Pay particular attention to employees who may be suffering from domestic violence. Living in close quarters, not being able to distance at work or socialize with friends and family, increased alcohol consumption, and financial difficulties can be very stressful. Powerful triggers for abusers to release frustration and violence on their partners and children, harming the productivity of employees who are victims. 
7. Conduct regular check-ins with your employees and leadership. Attend teleconference calls regularly to monitor compliance with company policies.
8. Meet with employees to confirm they have the necessary tools to work more efficiently from home. 

What will you do today to be #beupstanding and help #changetheculture for an environment without #sexualharassment, #abuse and #racism? #TimesUp. Let’s #playnice. For more info on this topic and other related issues, check out “Play Nice - Playground Rules for Respect in the Workplace,” and join us at www.thesandboxseries.com.