CHAUDHRI: Female leadership critical during COVID-19 pandemic

This week, our firm announced its rebirth as Levitt LLP Chaudhri Swann. Three female partners have joined the firm masthead as we extend our labour and employment services across the country for employees and employers alike.

I am delighted to help shape the future of our firm along with my partners Muneeza Sheikh and Tatha Swann, incredible litigators in their own right.

Female leadership is especially critical during the COVID-19 pandemic which statistics show has disproportionately impacted women.

In July, the McKinsey Global Institute reported women’s jobs “are 1.8 times more vulnerable to this crisis than men’s jobs.” It also found that while women “make up 39% of global employment” they account for “54% of overall job losses.” If this trend continues, the global employment workforce will be sent reeling backwards.

In its Diversity and Leadership in Corporate Canada – 2020 report, Osler reported that women now hold 21.5% of all board seats among TSX-listed companies — or at least the ones that disclose the number of women directors on their boards. Board seats don’t necessarily translate into leadership. Only 4.4% of TSX-listed companies have a woman as CEO, and only 5% of TSX-listed companies have a woman as the Chair.

Traditionally, law has been a male-dominated industry and you would be hard-pressed to find many firms with women at the helm.

In this context, our executive positions as partners — now named partners — can set an example for other firms and companies alike. However, the announcement of our newly named firm has not been without its peculiarities.

While the overwhelming response has been celebratory, some have commented that the rebirth is no more than a branding strategy — with the implication that women partners would not otherwise be chosen to lead a firm. Others have commented on our appearances and attire, rather than our achievements, the type of objectification routinely experienced by female leaders.

Navigating female leadership should not be challenging — no more challenging than any leadership appointment. Here is some guidance to consider, whether you are a woman and looking to become or advance as a leader, or you want to foster and increase leadership by women in your organization:

ASK AND YOU SHALL RECEIVE

Leadership takes strength and sometimes audacity. Have the awkward conversation about your pay increase. Take the time and ask for the resources to develop your skill set and add to it. This may entail devoting your own time or company time (if permitted) to taking courses, obtaining certifications, funded by your organization or out of pocket. For example, I wanted to become a better public speaker and radio panelist, so I joined Toastmasters for two years to refine my skills. I made great friends, mastered some new skills and gained a lot of confidence.

TACKLE UNPAID CARE

An overwhelming factor in the decline of women in the workforce during COVID-19 has been the disproportionate impact unpaid childcare has had on women who work. When childcare supports are removed, this burden falls disproportionately on women for societal and relationship reasons, limiting the time available for paid work. Female executives who are given flexibility (shifting of times the work can be performed) and resources (consider funding before/after school care for your workforce in addition to or instead of other perks) to balance childcare challenges will help to remove this unseen burden and allow them to direct their full set of skills and abilities to your business. When women see other women flourishing in an organization they are incentivized to stay and grow.

CREATE A TARGET FOR WOMEN DIRECTORS IN YOUR ORGANIZATION

According to Osler, 58.5% of S&P/TSX 60 companies adopted targets to increase female board membership. This does not need to be a quota that must be met, But it should certainly serve as a reminder to question why the numbers are not being achieved and what barriers there are to women holding these positions in your organization.

On to your questions from this week:

Q. I am an office worker currently working from home due to COVID since March. I have an immune compromised person at home. Can my employer refuse if I want to continue working from home due to COVID getting worse.

A. If your employer recalls you to the workplace you can only refuse if your immune compromised family member is currently being treated for an infectious disease like COVID and you are that person’s primary caregiver. Your employer is permitted to ask you for documentation to support this arrangement as well. Otherwise, if your workplace is deemed safe, your employer can insist on you working in the workplace.

Q. I have been talking a lot about the new vaccine with co-workers. Some people have already said they will never get the vaccine. Won’t they have to get it?

A. Your employer will have to determine if your workplace will require mandatory vaccinations for some or all roles. It will likely communicate to all employees who will be required to get it and by what date. It is possible that employers may seek documentation to confirm employees have been vaccinated. This is all preliminary and firm measures will likely be rolled out when the vaccine is widely available.

Send your workplace questions to schaudhri@lscslaw.com and your question may be featured in a future column. Till then, stay safe my friends!