Women hit their peak earning years in their 40s: What does that mean for millennials sidetracked by the pandemic?

The key to strategy-setting post-pandemic is building resilience; managing the D&I impacts of COVID-19 means understanding its multi-dimensional effects.

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Takeaways:
– Labor force participation for women 57.8% in March, lowest since 1988
– Women peak earning age 44 at $66k men age 55 at $100k
– Sept 2020 1 in 4 women in the workforce thinking about downshifting or leaving
– Return to work after < 1 year of unemployment typically make 4% less than someone who has not taken a break, > 1 year number increases to 7.3%
– 85 women promoted for every 100 men promoted to manager, 58 Black women and 71 LatinX

ideascape view: The key to strategy-setting post-pandemic is building resilience; managing the D&I impacts of COVID-19 means understanding its multi-dimensional effects. This article expertly highlights how pay equity will become a long-term issue post COVID-19, but this problem is not one-size-fits-all-women. In fact, it compounds the already coexisting issues of racially- and gender-patterned advancement to middle management. In this case, turning to diverse recruitment measures doesn’t adequately address the downstream issue, meaning it will remain a durable pain point and lead to increased frustration internally. This is where ideascape comes in, giving you the foresight to develop a strategy as nuanced as the issues you will face post-pandemic. Talk to Jonathan Dyke and Deon Gaines for more details.

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