Thomas: We see several positives in our Women at Work study. Companies are optimistic that working remotely will lead to more diversity in hiring and more advancement opportunities for diverse workers in their companies. Here’s what we know: Women are disproportionately affected by the pandemic in terms of job loss. We last surveyed women in the workplace in June 20202020. What is the impact of the pandemic at the second level? What about the women who continue to work – and there are a lot of them – because they have no other choice; they have to work, they need an income? But what worries me, and what businesses should know, is that we’re going to inadvertently create two categories of workers: workers who are in the office and have more access to information, more access to managers, whose contributions are more likely to be noticed; and workers who are mostly at home, who have less access and are more likely to be missed. Disproportionately, these will be mothers or caregivers. Surely we are at a crossroads: unless companies make a firm commitment to promoting women, and especially women of color and women with marginal identities, we will continue to see more and more women leave the workforce or not advance as quickly as they should. In the past, it was thought that women deserved only to continue working in the domestic sphere rather than succeeding in more public activities. But as more and more women entered the workforce, more institutionalized methods of discrimination were used: companies became blind to gender discrimination, women received lower wages, and were often denied the opportunity to succeed in the field. 132 in June to discuss the group’s latest report showing that women in the workplace are significantly affected by the professional work environment, as this duality creates new challenges for women trying to “balance” family and career without sacrificing opportunities or efficiency on both sides. This is the largest study of its kind, conducted annually to examine the status of women in the workplace in business. Before the pandemic, we had a problem with advancing women at the entry level, the first rung of the career ladder. Thomas: Here’s what we see in our annual survey: women are less likely to get that crucial first promotion from management. Wharton Business Journal: If you’re already working on gender pay equity, this pandemic won’t advance the process. Lean In publishes the annual Women in the Workplace report, a comprehensive study of women in corporate America. We know that women are already paid on average less than men, and if they are slower to advance their careers in their companies, the consequences could be very significant. We know that women who are mothers are much more likely to take on all or most of the household responsibilities.