Businesses aren’t done in helping women balance work, life
Carla McCall
Nobody should have to choose between raising a family and pursuing a career. Yet that decision still looms large today, and women most often feel the pressure to choose one over the other. Striking life-work balance, or life-work integration, as I like to call it, is one of the most significant challenges professionals encounter as they seek to advance their careers.
Career growth for women usually intensifies between the ages of 30 and 40, the same time when many are helping raise young children, purchase a home, or begin a marriage.
It makes sense, then, that as of the end of 2010, women in the U.S. worked an average of 37 hours per week compared to nearly 42 hours for men, according to the Census Bureau. That gap of about 12 percent becomes even more significant in fields that demand higher cyclical output from their professionals.
In fact, I know of women in accounting who are pressured to work the same as everyone else in their firms. It's almost like a “one size fits all” approach to the profession. Professional service firms must uphold a strong client service culture. Therefore, the schedules can be rigorous. Finding a way to balance family and work commitments can be challenging.
As a managing partner and a devoted mother, I have lived the struggle of achieving this integration. I know the importance of being there for doctor visits, gymnastics events and school concerts, as well as all the little moments that allow us to enjoy that special bond with our children. Companies should create opportunities for women to consider the dilemma they share, lean on one another, and not be afraid to ask the popular question, “How can the company I work for help me achieve my career and family goals at the same time?”
At AAFCPAs, this mindset led us to create our Women's Opportunity Network, through which we enthusiastically promote this kind of dialogue. We encourage everyone at the firm to talk openly, understand the importance of an integrated culture and create a more joyful work experience. When women have a forum to address issues and feel supported by the company, they feel confident in suggesting solutions that will ultimately increase employee retention and morale. It has paid off with a 300-percent increase in the number of female managers since 2011.
As a female leader, I applaud other companies that develop safe and balanced work environments, and hope more will follow suit. It's a powerful way to demonstrate a commitment to advancing women employees.
In the end, when women can thrive at both work and home, a healthy and motivated work environment will usually follow. Employers that have adopted flexible workplace practices cite many economic benefits such as reduced absenteeism and better employee retention.
Meanwhile, women can approach their careers with more confidence and take significant steps on their leadership paths while enjoying the rewards of motherhood.
Carla McCall is co-managing partner at AAFCPAs in Westborough, where she has worked since 1995.
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