Post-covid career opportunities for women

While the Covid-19 pandemic changed the workplace forever, it also brought new prospects. Here, we look at how women’s career opportunities have never looked better.

The recent Covid-19 pandemic brought myriad workplace challenges. Unfortunately, many of those were disproportionately faced by women. 

For example, research indicated a higher unemployment risk for women as a result of the pandemic. There were also unequal shares of household and domestic chores, including home-schooling. Thirdly, the UN  indicated the pandemic heralded a step backwards in the quest for gender equality. 

But the post-pandemic world also brings some emerging employment trends that could open up new and exciting opportunities for women.

Firstly, the pandemic caused many employers to challenge their assumptions about work and how/where/when it is conducted. This heralds a new era of flexibility which women can benefit from. 

Women are also well positioned to take advantage of changing consumer habits, using the crisis as an opportunity for career adaptation or reinvention. To make the most of these opportunities, we need to continue to invest in our learning and to upskill.

Now is a good time to #choosetochallenge the next chapter of our career story. Now, we can find work that enables us to use our skills, resources and experiences in new ways.

Post-covid career opportunities for women at a glance

The pandemic brought many workplace changes. Now, in a post-pandemic world, women’s career opportunities are rising as a result of the accelerated changes we saw. 

The structure and behaviour of businesses are different now. If we too are willing to think differently, to keep learning and to #choosetochallenge, then we may be able to find a silver lining. 

So, how can you write the next chapter of your career story?

Opportunity one: increased employer flexibility  

The pandemic was an experiment of mass remote working in many occupations. Now, most organisations plan to move into a hybrid model where people work some of the time in an office/facility and some working remotely. 

As well as flexibility of location, the pandemic has prompted many organisations to be flexible about working hours. Many employees use this flexibility to juggle additional demands such as childcare or home schooling. According to Gartner, this flexibility of working hours is a trend that will grow as employers continue to focus on output (delivery of agreed tasks) rather than input (being present for an agreed number of hours).

These changes in flexibility are hugely significant for the whole working population – and for working women in particular. Many women felt limited by the demands of traditional working hours and office locations – working patterns that just don’t fit their lives. 

As a result, lots of women might limit their career progression in order to create space for other things. These other things might include: 

• Caring and domestic responsibilities
• Other business or career interests or roles
• The time and space to explore other hobbies
• Working whilst managing a chronic health issue. 

The increased appetite for flexibility from employers means that new working opportunities are emerging. More women have the chance to enjoy satisfying careers, balancing them with other demands or interests. Ultimately, this flexibility might also help to close the gender pay gap on the way. 

Such changes not only benefit workers looking for more flexibility. Organisations can use more flexible contracts as a way of attracting, engaging and retaining a wider group of talented women into their workforce. 

If you’re interested in finding flexible opportunities, then it’s helpful to think about what model of working you would really like. What benefits would it bring to you? What benefits would it bring to your employer? How could you start a conversation about making changes with your current role? How can you talk with prospective employers about more flexible ways of working? 

Each country is likely to have its own legal requirements and advice centres, so check it out and take steps to get the flexibility that will work for you!

Opportunity two: changing consumer habits

Women have a strong history of entrepreneurship and innovation, particularly in the service and social space. The pandemic brought great opportunities in similar fields. 

Women starting their own business also often work solo (sometimes called ‘solopreneurs’) and typically avoid taking on debt. Start-up costs are often kept to a minimum. 

Meanwhile, many women entrepreneurs have found ways to pivot or shift their existing business to make it more relevant. Others have been able to open in new markets as time zones and geography become less relevant to how a service is delivered. There has also been a rise in subscription services, with everything from crafting to beauty packs available. 

Do you have an idea for a business? You may want to fully embrace something new or you may want to have it as a ‘side hustle’ to see how it goes. Here are some of my favourite inspiring businesses that the pandemic helped bring about:

• Tami Garcia – connecting cultural ambassadors to families worldwide
• Jennifer Earle – chocolate ecstasy tours
• Rachel Lynes – online singing studio

Opportunity three: reinvention or adaptation

A crisis has often been used by businesses, governments and individuals as a trigger for reinvention or adaptation. As the saying goes, ‘never waste a good crisis’. Psychologically, a crisis is a powerful thing – it is a period of turmoil and upheaval when things we took for granted are challenged. Our assumption about normality is turned on its head. For many, this brings a new perspective on life.
 
During the pandemic, many women needed to quickly reinvent their careers to keep their financial independence. Other women experienced loss, illness or grief in new ways, and started asking questions about what they really wanted to do in life. 

These questions helped many realise a new role might bring more job satisfaction. Others realised that they were bored in their job; they were in a rut. Sometimes, we need a bigger event to show us what’s important.

I’ve also heard of women who have so enjoyed a new craft or hobby that they want to make a career from it. Some also found pandemic home-schooling so fulfilling that they decided to change careers and move into education. Likewise, I’ve heard lots of women saying they used to like the idea of being a teacher but now realise it’s not for them!
 
Reinvention may sound radical in nature – a complete change in career and direction. However, it could also be an ‘adaptation’. Take your existing skills and applying them to a new role, perhaps a sideways move, a change to a different function or secondment to a particular project. These changes can feel a bit scary, but they can also be stimulating and energising, helping us to re-engage with our work. 

If you feel at a cross-roads and want (or need) to explore a ‘reinvention’ or an ‘adaptation’, then it’s worth getting some support. You may already know what you want to do differently, but for many people deciding what they want to do is one of the hardest things ever. 

If you’re looking for a smaller change, then talk to your manager or a recruiter. It’s also helpful to talk to people in your network – see what help, support and guidance they can offer. 

For more radical changes, there is support and advice out there. Governments often have National Careers Services, and there are lots of helpful articles online. If you have the funds, you can talk with a career coach who can help you to navigate the sometimes overwhelming question, “What do I want to do?” 

One key piece of advice for potential reinventors is to ‘try before you buy’. You may dream of a different role, but you need to check out that any investment (in training, networking, securing a role, etc.) will pay off – that your reinvention is one that you will be happy with.

To harness these exciting post-covid women’s career opportunities, we need to step back and think about ourselves. We need to think about our skills, experiences and motivations. We need to be willing to take some control, shape our futures and put ourselves in challenging new situations. We need to invest in developing ourselves and upskilling. We need to build and use our network to support our careers.  In a word, we need to invest in our ‘employAgility’.

What you need to remember about post-covid women’s career opportunities

How do you feel about your work? What do you want from the next phase of your working life? If you’re already happy, then that’s fantastic! If things aren’t where you want them to be, then perhaps now is the right time to #choosetochallenge yourself.

To explore your career options, contact your local Hays office. You can also read more insights about diversity and inclusion in the workplace.