Hybrid Workforce: Why Men and Women View It Differently

The hybrid work model gave companies an effective way to deal with the pandemic without succumbing to the market slump. However, men and women have begun to hold distinct and quite contrasting views on the work model. According to the CRN survey, 93% of the female respondents stated that the hybrid setup has not impacted their careers significantly. On the contrary, only 43% of the male hybrid workforce agree with that fact. In their article for the CRN, C J Fairfield and Gina Narcisi talk about distinct views of the hybrid workforce and what it means to modern work setups.

Are Women at a Disadvantage in the Hybrid Workforce?

Lisa MacKenzie, a co-founder of The Channel Company, asserts that women are at the receiving end in the tech business. One of the main reasons for this is the behavioral attributes of both genders, as Tracy Diziere, CEO of TDZ Creative Partners, observes. Diziere adds, “Women are natural-born multitaskers, and men more often compartmentalize. [Men] open the drawer, and then they close the drawer. They have that one thought.”

Women constantly juggle between house chores and office responsibilities, and that hampers work-life balance. Some companies take precautionary measures not to let women employees feel excluded. However, the irony of these measures is that senior male leaders devise those policies and frameworks.

How Contrasting Gender Opinions Affect Business

Hayley Marshall, director of sales at Pax8, mentions that business decisions are often male-oriented. It happens because males are generally in the decision-making position. The differences in perception make it difficult for women to feel heard and valued. It is one of the primary reasons why women leave the industry and switch to professions that value gender equality. MacKenzie further states that senior leaders should brainstorm ideas to include women in the decision-making process. It would convey the message of inclusivity and empower a hybrid workforce based on their performance instead of gender.

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