If you're like my wife and I, you're a dual-career couple striving to strike the perfect balance at home and in our professions.
Helping each other reach our career goals is a part of the deal for married couples, but the road is steeper for our wives, as data from a recent Jobseeker survey starkly illustrates the persistent gender gaps in the workplace.Â
Key findings from the Jobseeker survey of 1,000 US workers include:
Promotion and Career Progression
Hiring Bias: 35% of women suspect they were not hired due to gender, compared to 16% of men.
Promotion Policies: 40% of all respondents believe men benefit more from promotion policies, while only 8% feel women are the main beneficiaries.
Career Delays: 29% of women feel their career progress has been delayed due to
their gender, versus 10% of men.
Caregiving Responsibilities: 15% of women believe they've been passed over for
promotion owing to caregiving duties, roughly double the proportion of men (8%).
These figures aren't just numbers—they reflect real challenges our wives may face daily. You can download a two-page summary of the findings, which reveals an abundance of obstacles.Â
But here's how we, as supportive partners, can make a difference:
Solutions to Support Our Wives
Share the Load at Home
The data points to caregiving as a significant barrier—women are twice as likely as men to be passed over for promotions due to these duties. Take an active role in household and parenting responsibilities, which starts with shouldering more of the mental load.
Related: Review our Household Chores Page
Support Her Return to Work
For starters, never have a conversation about managing the cost of childcare that compares "her salary" to the cost of childcare. It's a social norm that traps her into losing significant lifetime income, which is a hit on our household income.Â
Specifically, the Urban Institute found that every year a woman leaves the workforce, she loses $295,000 in lifetime compensation.Â
Use our family financial planning calculator to project the financial implications of customized childcare options over 15 years, including the consequences of your wife taking extended time off work.Â
Discuss strategies to ensure a smooth transition if your wife plans to return to work after a break. This could involve open communication with her employer about flexible hours or part-time opportunities initially and using your own paid parental leave.
Champion Her Achievements
In a world where women's professional achievements are often under-recognized, make it a point to celebrate your wife's successes. Whether it's a promotion, a successful project, or a new skill acquired, recognizing her efforts both privately and in social settings will boost her confidence and visibility.
Encourage Professional Development
Investing in professional growth is key. Encourage your wife to attend workshops, obtain certifications, and expand her network.Â
Networking is critical, as 23% of women feel excluded from industry events, according to the JobSeeker survey results. Perhaps you can attend some networking events together, or if she's uncomfortable going alone, offer to be her wingman until she finds her footing.
Wrapping it Up
As husbands, our role extends beyond mere companionship; it's about being a pillar of support that empowers our wives to not only meet the challenges of gender disparity but also to overcome them. Let's be the partners who don't just stand by but actively participate in crafting a more equitable and fulfilling career landscape for our wives.
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