Why Have A Why Do Some Men Like Older Women?
Why Have A Why Do Some Men Like Older Women?
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Individual agencies and companies need to listen to their female workforce, HOT SEXY NAKED OLDER WOMEN say PR pros.
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by Aleda Stam 05 March 2021
Why Do Some Men Like Older Women
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Edeana Mombrun didn't know she would be the start of a trend when she lost her job as a PR specialist for fashion brand Faviana last April.
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Five months pregnant at the time, Mombrun had decided to postpone her wedding until 2022 and now faced the struggle of new motherhood and being unemployed during a global health crisis.
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"Giving birth during a pandemic definitely took more of my attention rather than finding a job," she says, adding that she's had to prioritize home life. "I'm still trying to juggle newfound motherhood and deciding when the right time is to go back to work."
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As the one-year anniversary of the first lockdown approaches, statistics have shown that Mombrun is not an anomaly. Since the start of the pandemic, ladies contain been affected through career damage inordinately.
According to a recent study conducted by the National Women’s Law Center, 80% of all workers over the age of 20 who left the workforce in January 2021 were women.
Women of color have been hit even harder. For Hispanic and Latina women, the rate is almost 50% higher. According to the Bureau of Labor Statistics Unemployment Data, the jobless rate for Black women ages 20 and over is 25% higher than the national average of all American women in that same age group.
With a workforce that is predominantly women, the speaking business features happen to be mainly because really hard struck simply just, and girls performing in the field will be also feeling the stress even now.
A single mom at the helm of two companies, Kite Hill PR CEO and Communications Week founder Tiffany Guarnaccia had her share of hiccups when adjusting to working from home - including her toddler peeing on her during a Zoom call.
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"Potty training a toddler during a pandemic is certainly not easy," Guarnaccia says.
Monica Guzman Escobar had her son just days before the official stay-at-home orders were put in place in Los Angeles in March 2020. As the CEO of Startr Co., a boutique agency that helps small startups and businesses, Escobar acquired to make some very difficult decisions.
The three-month maternity leave she had planned was slashed to three weeks, and she had to routine customer and method appointments around snooze situations and diaper blowouts.
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"As the CEO of my company there was no way I could just not be present in the middle of a global pandemic where my staff is rightfully scared and unsure," Escobar says, but those first few months were arduous. "It has been my son's 1st month of life, so we were feeding every two hours, waking up every couple of hrs plus my personal rest out of was initially fully. I was a zombie."
Adding to the problem, women who aren't in leadership positions don't feel they have the ability to speak up about their struggles for fear of losing out on future job prospects because they are deemed "unwilling to work," according to Caroline Dettman, founding partner of Have Her Back.
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"Women may not be raising their hands saying they are struggling, but that is because of the years and years of bias when women would admit they were struggling and it was held against them from a career perspective," Dettman says.
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She stresses that employers who truly want to make a difference should not wait until women have already left to take action.
"There's a common mistake where managers assume that ‘if women aren't raising their hand and telling me it's a problem, then maybe there isn't one,’" Dettman says. "Oftentimes, if the struggle is expressed, it's when women are on their way out the door."
New York Women in Communications have recognized the issue and vowed to see it fixed, launching the #WomenHeard campaign this week.
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In addition to conducting its own national research study to discover what is holding women back during the pandemic, New York Women in Communications is challenging brand and agency leadership to look into their personal organizations.
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"We want them not only to engage in the research and programming we're offering but figure out how they can address these issues," Ashley Miles, NYWICI president, says. "They should focus not only on women who are a part of their companies today, but re-engage these hundreds of thousands of women who left."
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But there is no short term solution to make things better, Miles warns.
= $ =p=# =" academic institutions and Office buildings, and summer months is certainly a few months apart," she says. "We must look at the problem from a different perspective to understand how we can support our female colleagues and friends in the workplace who are struggling in many different, very personal ways."
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Individual agencies and companies need to listen to their female workforce.
Kite Hill PR partnered with the Inclusive Leadership Institute for DE&I and HR support, providing an open door to have external HR resources for employees to voice concerns around schedules, professional development and mental health.
As Mombrun prepares to reenter the communications industry, she will be seeking for overall flexibility and empathy from the firms she applies to.
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"I want agencies to just be less cutthroat to new moms and more understanding of their time in this new stage of their life," she says. "Not that we won't work as hard, but they are needed by me to get more understanding of these tough situations, and I would hate to end up becoming let go if I had to call out because my child is sick."
Kite Hill PR has an unlimited time off policy, and Dettman suggests setting a certain amount of time each week aside where staff cannot be disturbed - no questions asked.
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As an agency founded by working moms, Startr additional calm its strong mother to be keep insurance policy and adaptable daily schedules.
"We do try to get everyone on the same work schedule, but we encourage people to take breaks and leave their homes to just take a walk," Escobar says. "We're performing everything we can to support our teams but wanted to make sure they have flexibility to take care of their mental health and their health overall."
Truly fixing the problem also puts intersectionality and diversity at the forefront of agencies' plans, according to Vita Harris, chief programming officer at NYWICI. Women of color need to be a priority when hiring.
"As we start to bring women back to the workforce, we want to make certain that we're not creating a greater disparity than we had before," Harris says. "We're looking to correct those disparities and think about what all women will need in the future as we move forward as an industry."
For companies that want to boost retention rates and attract top talent, there will be simply no proceeding to older function versions again, according to Guarnaccia.
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"Successful agencies will understand that your people are your number one asset and will carry through the lessons we've learned during this pandemic," she says.
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Guarnaccia's hope is that many of these changes in flexible work hours and sympathetic managers lead to a fundamental shift in how employees are evaluated.
"We are increasingly seeing agencies shift to focus on results, outputs and the value of one's work," she says. "Now more than ever, it's important to provide employees with support and encourage teams to work smarter not harder."
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