Guest column

Houston expert: 4 ways to continue supporting women in the workplace

Here are four ways to look out for the women at your company. Photo via Getty Images

Fresh from the nation celebrating Mother’s Day last weekend weekend, recognizing the valuable role women play in raising their families, it is also an appropriate time to reflect upon the struggles women continue to face in a post-pandemic workplace. Women are juggling remote/hybrid schedules along with schooling dilemmas and a decline in childcare options, expediting burnout and fueling the “Great Resignation,” which continues to be a concern as the number of quits in March reached a record high of 4.5 million.

According to a recent Deloitte report, Women @ Work 2022: A Global Outlook, over 50% of women plan to quit their jobs in the next two years due to burnout. In addition, 53% of women say their stress levels are higher than they were a year ago; 46% say they feel burned out; nearly half rated their mental health as poor or very poor; only 43% feel comfortable talking about mental health challenges in the workplace; and 47% rated work-life balance as poor or extremely poor.

These are alarming statistics, but the challenges are not insurmountable as employers work to attract and retain top talent. Below are four ways savvy leaders can support women and working parents in the workplace.

Promote work-life balance

With many employees feeling burned out and exhausted from an extended period of working longer hours and handling schooling/caregiving responsibilities, it is crucial for leaders to promote work-life balance to help alleviate further repercussions and restore equilibrium. While encouraging employees to use allotted paid time off (PTO) and paid volunteer hours are significant ways, there are smaller steps that can add up to big differences in achieving work-life balance. Leaders should encourage employees to step away from their screens by taking daily breaks, enjoying lunch hours, starting/ending the workday on time and refraining from after-hours emails. Leaders should also set an example by practicing what they preach to attain work-life balance. Finding opportunities to unplug via PTO, volunteering and brief amounts of time each day can help employees feel refreshed and focused when they do return to their screens. When employees have work-life balance, it can give them a new perspective and make their jobs feel more rewarding as they pursue their careers.

Support career growth

One of the most important ways to support employees is to offer professional development programs that support career growth and lead to advancement opportunities within the company. Leaders should work with employees to define a career path that supports their career goals and aspirations and identify the best tools/resources required to accomplish their objectives. Professional development programs should offer a variety of resources that align with individual/business objectives, such as on-the-job training, supervisory instruction, formal mentoring programs, instructor-led courses, online learning and conferences to help employees learn in a well-rounded manner that supports varying learning styles. In addition, employers can further demonstrate their support for the growth and educational needs of employees by offering tuition reimbursement programs. When employees have a chance to expand their skill sets and continue to learn/grow, they are more engaged and connected to the company and less likely to seek opportunities elsewhere.

Boost well-being efforts

As employee mental health/wellness has moved to the forefront at many companies, leaders are boosting their efforts to improve, expand or change aspects of their employee well-being programs to address the needs and expectations of the workforce. While generous PTO programs, paid volunteer time, EAPs, mindfulness programs and meditation apps are a solid start, companies should go further by taking a more holistic approach to well-being by weaving it into the company’s DNA. Well-being should be a consideration in all aspects of business operations – from branding and productivity to performance and purpose – facilitating endless opportunities to view the business through a health and wellness lens. In addition, employers that realize many factors influence employees’ lives and their overall health, such as purpose/career, social, financial, physical, community and mental/emotional are displaying their commitment to employee wellness and positioning their companies for long-term success.

Offer relevant perks

The stress related to financial concerns can lead to employee burnout and mental health issues, so leaders should identify ways to help ease some of the monetary burden. Although some expenses may decrease in a remote/hybrid work environment, others might increase in areas such as home/office equipment purchases, office supplies, higher utility bills and child/elder care expenses, causing additional employee stress. When employers offer relevant perks to offset some of these costs, including company-sponsored discounts, gift cards for office supply companies, partial reimbursement for internet service, assistance with child/elder care expenses, raffles for monthly house cleaning, dog-walking or laundry services, or lunches via a food delivery service they are demonstrating care and concern for employees.

While Mother’s Day is only celebrated once a year, the struggles that women and working parents face daily should be a topic of conversation that is elevated and ongoing in boardrooms across the country. As increasing numbers of working parents and employees experience burnout and mental health concerns that may lead to further resignations, it is imperative for business leaders to combat the situation by promoting work-life balance, supporting career growth, boosting well-being efforts and offering relevant perks.

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Jill Chapman is a senior performance consultant with Insperity,a leading provider of human resources and business performance solutions.

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Building Houston

 
 

You can now hop online and invest in this promising cell therapy startup. Photo via Getty Images

A clinical-stage company headquartered in Houston has opened an online funding campaign.

FibroBiologics, which is developing fibroblast cell-based therapeutics for chronic diseases, launched a campaign with equity crowdfunding platform StartEngine. The platform lets anyone — regardless of their net worth or income level — to invest in securities issued by startups.

The funding, according to a press release, will be used to support ongoing operations of Fibrobiologics and advance its clinical programs in multiple sclerosis, degenerative disc disease, wound care, extension of life, and cancer.

"We're excited to partner with StartEngine on this campaign. StartEngine has over 600,000 investors as part of their community and has raised over half a billion dollars for its clients," says FibroBiologics' Founder and CEO Pete O'Heeron, in the release.

"This is an exciting time at FibroBiologics as we continue progressing our clinical pipeline and developing innovative therapies to treat chronic diseases," he continues. "This new funding will fuel our growth in the lab and bring us one step closer to commercialization."

The campaign, launched this week, already has over 100 investors, at the time of publication, and has raised nearly $2 million, according to the page. The minimum investment is set at around $500, and the company's indicated valuation is $252.57 million.

In 2021, FibroBiologics announced its intention of going public. Last year, O'Heeron told InnovationMap on the Houston Innovators Podcast of the company's growth plans as well as the specifics of the technology.

Only two types of cells — stem cells and fibroblasts — can be used in cell therapy for a regenerative treatment, which is when specialists take healthy cells from a patient and inject them into a part of the body that needs it the most. As O'Heeron explains in the podcast, fibroblasts can do it more effectively and cheaper than stem cells.

"(Fibroblasts) can essentially do everything a stem cell can do, only they can do it better," says O'Heeron. "We've done tests in the lab and we've seen them outperform stem cells by a low of 50 percent to a high of about 220 percent on different disease paths."


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