The Forem was created to empower you in your career. One way we give back to our community is by lifting up those in our network with important work to share.
Today we’d like you to meet Brielle Valle, founder of Brielle Valle Consulting, a business focused on driving cohesion and building equitable cultures. Brielle recently spent several months studying the effect COVID-19 has had on women’s careers.
Her newest publication, “Default to Responsibility: Women’s Plight During COVID-19 and the Solution to Reaching Equality,” sheds light on these experiences and holds corporations accountable for necessary systemic change.
A note from Brielle Valle:
Dear Forem’ers, in September of 2020 I embarked on a journey to uncover women’s experiences amidst the global pandemic.
I envisioned restless days and nights, mothers left with a disproportionate burden to address all domestic work, and corporations offering little empathy to men and women with children.
I am here to share that my imagined circumstances were not creative. They were unfortunately accurate.
My newest ethnographic research study is filled with stories: women’s experiences, thoughts, and observations about being female during the COVID-19 global pandemic, from a range of demographics and circumstances.
It is these anecdotes that allow for critical evaluation of the present, and act as a catalyst for change. These accounts also permit clarity, giving us a glimpse of the work that needs to be done, disseminating responsibility across individuals instead of the singular, and rethinking our own implicit default to responsibility within family life.
“Default to responsibility” is a concept which draws upon historical influences, biological differences, and psychological dispositions, and ties our current struggle with COVID-19 to corporations’ inability to address crises.
It is the organizations for which women and men work that are responsible for creating an equitable future.
Of late, consulting firms and media outlets have offered a flurry of data around unemployment and women’s experiences, all of which substantiate my findings.
Our culture is effective in reporting on and about a crisis, but we are subpar with solutions that can be offered and implemented readily — both at work and in the home.
Knowing the issues and taking action to keep history from repeating itself are two distinct things.
But in my research, I discovered what parents deeply want, what businesses can do now to keep women in the workplace, and even a tactic that parents can leverage, beginning tomorrow, to show their children that one person’s time is not more valuable than another’s.
I am compelled to educate women and men about the opportunity that stands before us. This period will either be the precipice of regression or the runway for broad-stroke change.
It is my commitment that I will take these findings and create correlated programs as integral components of my business, guiding organizations toward an equitable reality and addressing the multiple crises at hand, including default to responsibility.
As part of The Forem, you have one of the first chances to read my report and the solutions proposed. I hope you’ll join the conversation.