When I began my career in law, my intake consisted of an equal number of men and women. However, within five years, a third of those women had left. Their departure wasn’t due to financial freedom or an abundance of time but because staying in their roles became untenable.

This pattern of attrition is a harsh reality that we must address. Women are not leaving because they no longer need to work; they are leaving because their workplaces are not equipped to support them. They are leaving because they face insurmountable barriers that men often do not encounter.

One of the crucial issues we need to tackle is the silent yet pervasive bias in our workplaces. Take, for example, a friend of mines’ daughter. She occasionally has to miss out on work due to severe menstruation symptoms. This is not a luxury. She’s not on holiday, but in pain. Menstrual leave is a necessity dictated by her biology. Yet, workplaces are often ill-prepared to accommodate such realities, viewing them as disruptions rather than legitimate health concerns. 

Another pervasive issue is the gender bias in caregiving responsibilities. Caring for elderly parents often falls disproportionately on women. My mother, who is 90, is primarily cared for by the women in our family. Despite having a brother, the expectation and responsibility fall on me and other female relatives. 

In fact, worldwide, 81% of elderly parent care is done solely by women, regardless of whether they are her parents or her spouse’s. This gender bias in caregiving is not only unfair but also impacts women’s professional lives, often forcing them to make difficult choices between career and family.

A supportive workplace should recognize and accommodate these realities. If I am fulfilling my role and meeting my professional responsibilities, then it is my right to expect a workplace that respects my needs. This means creating environments where I can succeed without having to constantly negotiate my identity or needs.

We need systemic changes to create inclusive workplaces. This involves not only policy changes but also a shift in mindset. We must move away from viewing women’s health and caregiving responsibilities as obstacles and start viewing them as integral parts of our lives that deserve understanding and support.

In conclusion, our workplaces should reflect the diversity and the needs of their members. This is not just about equality; it is about creating spaces where everyone can thrive. If we commit to these changes, we pave the way for more inclusive, supportive, and successful professional environments for all. 

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