Lockdown has resulted in a significantly increased and disproportionate burden on women of unpaid labour, such as domestic work and childcare. Women take on the majority of this work, including child education, so they have much less time and energy to give to the work that they are being paid for, paving the way for more men to get ahead. Statistics show that mothers are more frequently interrupted at work than fathers, particularly in working from home situations. This results in potential dips in performance and putting their jobs at greater risk as well as missing out on promotions or other career opportunities. Due to unpaid care burdens, women are also more likely to request flexible working than men, which may negatively affect them upon office return where more men are working routine hours – missing out on in-person mentoring and potential promotional chats. Flexible work, in general, tends to be lower pay and with less stability or job security.

Women are largely over-represented in certain sectors such as the retail, hospitality and arts industries – all of which have been hit the hardest by the pandemic. Women still make up a large percentage of the service industry in general, who have been most affected by lockdown restrictions. Even women in higher-paying jobs and at senior levels are feeling burdened with burnout by having to juggle multiple responsibilities during the coronavirus crisis. As many as 54% report feeling exhausted compared to 41% of senior level men. As a consequence, the gender pay gap is extremely likely to increase and expose other gender inequalities.

Of course, there are ways we can remedy the growing gaps in pay and employment opportunities for women, but all require immediate awareness and action:

1. Although more men are taking on a significant portion of childcare and domestic responsibilities, increased normalisation of this will hugely help.
2. Employers actively setting realistic working expectations especially for mothers and those with a duty of care, and not penalising for flexible working hours.
3. Managers improving communication and support for all genders but particularly women and those disproportionately affected by this crisis.
4. Increased financial support for those who have undergone job loss, especially single mothers.