The Tribune

Women have been fully engaged in the Bahamian workforce for more than three generations now. In many cases, women have taken the lead in sectors historically known to be dominated by men. They have become trend setters and go-getters, establishing new standards of achievement. Despite all this, the workplace has a way to go in recognising, appreciating and accommodating the female presence and all that comes with it.

Here are some tips for business owners, human resource professionals and company executives, designed to nudge them towards implementing policies that favour the contributions made by female employees.

Allow for extended maternity leave

Research has indicated that the longer a mother stays to bond with her new child, the healthier and 'whole' the child becomes. This does something tremendous for the mother's psychological well-being, too, as no mother wants to abruptly leave her new infant so quickly. An extra month to three-month period sends a clear message to the new mother that their child's well-being is as important as the bottom line.

Provide day-care/after-care service

So many mothers are challenged to find reliable and safe care for their little ones. The infants, perhaps still breast-feeding, and the toddlers or younger school-aged child needing care and attention after school hours, become a mental strain on the mother who has limited funds. A child-care facility subsidised by the company, perhaps with contributions from the employees themselves, allows for a greater sense of peace for the young mother.

Flexible hours for school drop-off and pick-up

Since most homes are still managed and led by mothers, more accommodations in work scheduling can be made to allow mothers pick-up and drop-off time. A mother working the 7am, or even 8am, shift has great difficulty placing their child in the dark school yard at 6am, or leaving them in the school yard until 5pm or 6 pm at the end of the work day. Some progressive companies blend office and 'work at home' hours, while others allow the employee to pick up the remaining hours on the weekend, since both Saturday and Sunday have become work days in most fields.

Remove Existing Roadblocks for the Advancement of Women

This final frontier, many women agree, is still the last of the Jericho walls to come tumbling down. Women still feel like they face roadblocks to getting ahead, and that their male counterparts have an easier path to tread.

We all agree that on the topic of entry and access, salary and promotions, women should be considered in the same light as men, and must not be disadvantaged by virtue of their gender. In the American context, women account for nearly 50 per cent of the workforce but less than one-third of the top leadership tier.

These simple and basic tips could easily change the dynamics in the workplace, and add greater value to the work experience for women and men alike.

• NB: Ian R. Ferguson is a talent management and organisational development consultant, having completed graduate studies with regional and international universities. He has served organsations, both locally and globally, providing relevant solutions to their business growth and development issues. He may be contacted at tcconsultants@coralwave.com.