October 19

4pm London/Dublin, 1700 CET, 1900 Dubai, 2030 India, 2300 HK, 0800 California, 1100 East, 12noon Rio/SaoPaulo

STRONG WOMEN

in the

WORKPLACE

COMPLIMENTARY  IDEA EXCHANGE

+ NETWORKING

Zoom
https://us02web.zoom.us/j/82068518737?pwd=eW9iQmFHNHhnUDQ3Nk00bjFta3ZLUT09
Passcode: 604508

WENDY KENDALL

Chartered Psychologist

UK and France

Creating valuable global assignments with the Global Talent Builder development program

Executive Coaching

Talent Mobility

Career Development

https://www.linkedin.com/in/wendyakendall/

FIONA MOUGENOT

Paris

 

https://expatpartners.com

Fiona Mougenot

LENA  REKDAL

Stockholm

Immigration & Relocation Expert

https://www.linkedin.com/in/lenarekdal/

Nimmersion AB  (1995)

SANDRA CORONA, CCE

Al Khobar, Eastern,

Saudi Arabia

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Global Mobility Advisor

Intercultural Trainer

ICQ Global Mindset Coach

Talk show host – GoMoX

https://www.linkedin.com/in/sandracorona/

Sandra Corona (CCE)

DIANNE

BUDION

DEVITT

New York

Storyteller, Producer, Creative Consultant, Author, Speaker, Educator

Dianne Budion Devitt

linkedin.com/in/dianne-budion-devitt-4206458

TERESA  HOWE

SCRP, SGMS

Southern California

Relocation, Mobility and Real Estate Business Consultant, Author and Speaker. I help companies generate more revenue, get more customers and create loyal fans. TRH Consulting

https://www.linkedin.com/in/teresarhowe/

LYNN  GREENBERG

New York

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Founder and CEO PIVT Enterprise

Pivt Enterprise

https://www.linkedin.com/in/lynn-greenberg-3515865a/

ANNICK  DOZA

Ireland

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𝘾𝙤𝙖𝙘𝙝 𝙛𝙤𝙧 𝘾𝙧𝙚𝙖𝙩𝙞𝙫𝙚 𝙖𝙣𝙙 𝙎𝙚𝙣𝙨𝙞𝙩𝙞𝙫𝙚 𝙎𝙤𝙪𝙡𝙨

https://www.linkedin.com/in/annickcoach/

STUTI  DHANDHANIA

Los Angeles

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Innovative Thinker 

Change Maker

I have organized HR Hackathon LA- a Design Thinking workshop for people teams. I have organized India’s first DisruptHR in Bangalore and I am a co-organizer at DisruptHR LA.

https://www.linkedin.com/in/stutidhandhania/


A crisis is looming in corporate America: More than one in four women are considering downshifting their careers or leaving the workforce.


This is a central finding of the 2020 Women in the Workplace report by LeanIn.Org and McKinsey & Co., the largest study of its kind. For the past six years, our study has revealed slow but measurable progress for women at all levels of management. Now all those gains could be wiped out in a single year. Up to two million women could leave their jobs. If we had a panic button, we’d be hitting it.

During Covid-19, no one is experiencing business as usual. But women have been affected the most—three groups in particular.

First, working mothers were already working a “double shift”—a full day of work, followed by hours of work at home—before the pandemic. With many schools and child-care options closed, that double shift has doubled again: Mothers are more likely than fathers to be spending an extra 20 hours a week on housework and child care during Covid-19. That’s half a full-time job. And on top of this, mothers are twice as likely to worry that their work performance is being judged negatively because of their caregiving responsibilities. This concern is so pervasive that many mothers don’t feel comfortable sharing work-life challenges with co-workers—or even letting them know they have children at all. It reminds us of an earlier, worse era when women couldn’t talk about their kids and still be taken seriously as professionals.

Second, senior-level women are under intense pressure at work and home. Women are typically held to higher performance standards and blamed more for failure, so when stakes are high—as they are now—senior-level women are more likely to be judged harshly. And among senior-level leaders with partners, 63% of women have one who also works full time, compared with just 35% of men. The result: Senior-level women are 1.5 times as likely as men at the same level to think about downshifting or leaving, and the top reason they cite is burnout.

Third, Black women are dealing with all these challenges, as well as burdens only they bear: They’re shouldering both the emotional tolls of the disproportionate impact of the pandemic on the Black community and incidents of racist violence across the country. For many, work isn’t a supportive place: Black women are more likely than other employees to feel excluded and like they can’t bring their whole selves to work. These feelings can accelerate burnout. Companies need to address this head-on with with training in antiracism and how to show up as allies for Black colleagues.

Corporate leaders may read this and think, “We know our employees are struggling right now. We’re doing what we can.” And many companies are indeed taking action: They’re being more upfront with employees about their financial situations, expanding mental-health services, and providing emergency loans and grants. It’s all commendable, but these steps don’t address the crux of the issue, which is that women are burning out. That’s the problem companies need to solve.

To do that, they should consider resetting goals and extending deadlines wherever possible. They should also reflect on performance reviews: Is it fair to hold employees to criteria set before Covid-19? Should performance ratings be adjusted to reflect the reality this year? These are hard questions to answer, and every team is different. But nothing about work right now is typical, so expectations of employees shouldn’t be either.

Working from home has blurred the line between work and home, and many employees now feel “always on”—available to their employer 24/7. Companies could set new norms to help reduce that feeling—for example, establishing set hours for meetings and making sure managers are evaluating employees based on what they’ve accomplished, not how many hours they’ve worked. They should also make it OK for employees to set their own boundaries, and leaders should model this.

Some companies may think that worrying about employee burnout is a luxury they can’t afford right now. In fact, it’s mission-critical. If companies rise to the moment, they can head off the disaster of losing millions of women and setting gender diversity back years. They can also lay the groundwork for a better future beyond Covid-19. Cracking the code of making “work from home” work for employees will yield major rewards in the future. And if we can make work truly fit into people’s lives, it will be a more supportive workplace for everyone.


Ms. Sandberg is Facebook Inc.’s chief operating officer and the founder of LeanIn.Org. Ms. Thomas is the chief executive officer of Lean In.\


Copyright ©2020 Dow Jones & Company, Inc. All Rights Reserved. 87990cbe856818d5eddac44c7b1cdeb8

Appeared in the September 30, 2020, print edition as ‘Sheryl Sandberg: We’re at a Crossroads.’

JOHN  SCHULDT

New York

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https://www.linkedin.com/in/john-schuldt/

Director of Global Business Development at Overseas Military Sales Group

 An accomplished global executive with extensive experience in the automobile industry; deep Asia expertise; growing profitable business units both domestically and internationally. 

http://www.intlauto.com

MELINDA STALLINGS

SHRM-SCP, CPPC

CEO at Melinda Stallings International

New Orleans

https://www.linkedin.com/in/melindastallings/

JULIE  TAYLOR

Southern California

Headmaster

thebridgeschool.net

JULYANA  RUIZ

São Paulo, Brazil

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https://www.linkedin.com/company/relocation-house-brasil/

Immigration & Tax Partner

Lawyer

Global Mobility SpecialistRelocation House - Soluções para profissionais expatriados no Brasil logo

BEVERLY LW SUNN

Qingpu District,

Shanghai, China

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https://www.linkedin.com/in/beverly-lw-sunn-a03933b/

Founder & President

ASIA PACIFIC PROPERTIES LIMITED

SHRADHA BATRA MITHAL

Delhi, India

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Managing Partner

Resettle Destination Services

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linkedin.com/in/shradha-batra-mithal-74919121

SIOBHAN  CUMMINS

Netherlands

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Strategic Global Mobility Advisor

https://www.linkedin.com/in/siobhan-cummins-299586/

NAZIA ABDUL RASHEED

Dubai- United Arab Emirates

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Skilled and Experienced Professional who can drive HR and Mobility to align with Business Success. An Expert in Client Relationship and a blogger on Talent Mobility in ME.

Senior HR/Global Mobility and Relocation Consultant for Honeywell and Metlife-Alico

https://www.linkedin.com/in/nazia-abdul-rasheed-1abb0a47/

SIRVA Worldwide

ANITA  ALEKSIEVA

Bonn, North Rhine-Westphalia, Germany

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Supply Chain Mgr & Immigration Team Lead https://www.linkedin.com/in/anita-aleksieva-0aa55934/  

visumPOINT | POINT for Mobility logo

ALI  SHAMI

Seattle

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Founder & CEO | FTD Global, Retired Boeing Sr. Manager | Public Speaker

https://www.linkedin.com/in/ali-shami-8a637a5/

Ali Shami