Gaby Gemetti thought she failed. Having a second child, she fought to be a good mother and also a good employee.
"I felt like I was not a good mother," she says. "I woke up in the middle of the night thinking about," Oh, my presentation, "or just working in general."
So, even though Gemetti moved up the leadership of a top technology company in Silicon Valley, she gave the job four years ago to stay at Santa Clara, California. As hard as Gemetti's decision was especially driven by his son's needs, when he began to require regular therapy.
But she wanted to work with team projects. And recent headlines focusing on the need for women in technology piqued her interest in seeking jobs again. Then she came back to work.
Over the past three years, women in working life like Gemetti have entered the workforce of more than twice as high as men.
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The recent rise comes at a time when the economy swears together and unemployment has reached historic downturns, meaning there are more opportunities for workers seeking higher wages and better benefits. 19659006] These benefits appeal to working mothers like Gemetti. In March, she started a "return ship", a new type of program to recruit and retrain women like her who want to resume their careers. The new concert, which manages a team at Cisco Systems, gives her time to pick up the kids from school.
Women who return to jobs with higher prices since 2015, dramatically reverse the trend over the previous three years, as women left the workforce at twice as much as men. There is also a reversal of nearly two decades in the percentage of working women.
During World War II, women began to enter the workforce in large quantities. This trend did not stop for decades. Until 2000, then it began to dip – a decline that continued through the great recession and ended in 2015.
Now many employers are struggling to find workers and are trying to lure them with more family-friendly benefits, such as flexible hours and paid leave. It is attractive to women, who are still the most important caregivers for children and older parents.
There are other things that contribute to the growing female workforce – the growth of industries such as women's health and education, for example.
Women also make input on historically male-dominated fields like production and construction, says research director Martha Gimbel at the workplace Indeed, an NPR sponsor.
"In a tight labor market, employers are willing to look at applicants that they may have rejected earlier," she says.
Another drawing for women: Employers competing for workers pay more. But is that enough, given a number of other economic barriers for women who work?
Their return to work means that there is a greater demand for kindergarten, which is more difficult to find. And unlike Canada and Europe, the US does not subsidize childcare.
"If a woman has a relatively low hourly wage, it may be more sensible for her to take care of her own children," says Claudia Goldin, economics professor at Harvard University that researches women in the workforce – even if it means making less money later in life when a woman goes back to work.
"Can wage growth workers pay for more expensive child care?" Gimbel asks.
US women's employment gains have been bleak in recent years compared to countries like Canada and Sweden, where a higher percentage of women work.
"This is a real indication that there is something wrong" Goldin says.
Women in the United States face major financial headwinds. Much of it is related to its role as standard caregivers in many families. Paid time to care for children and sick family members is still relatively rare. Some cities and states require it, but federal law does not.
This makes it more difficult to keep a job.
It's another disincentive, Goldin says: Poisonous women with workforce are taxed at higher interest rates.
The calculation for work, or not, is personal and practical. But that election has also long been condemned and criticized as a theme for cultural wars. In the 1980s it was centered on "latchkey children" – children of working parents who unlocked their own homes after school and looked after themselves.
# MeToo movement reignited debates about the workplace, including inequality in wages and women's representation in management teams. Many employers are now trying to address it.
They are adding retraining and mentoring programs to encourage women to return and are explicitly recruiting women, says Sonu Ratra. She took a career career and founded a staffing firm and a workplace and support group called Women Back to Work.
"It has been a cultural shift in the last two years, Ratra says." Woman is celebrated more today than ever. "
And it changed Not only felt by women.
When Gaby Gemetti decided to go back to work, both she and her husband moved their schedules.
"We were like," Oh God, child care. the children? "" she says.
Gemetti is lucky. Her mother and a part-time sitter can pick up the kids from school most days, while Gemetti and her husband alternate with others, but between her daughter's swimming and dance lessons and her son's baseball practice , there is still a daily logistical challenge.
That juggler has not become easier, she says: "The exercise is at 5:30, so you have to get out of work at 4:30 to get them done, and what are you going to do about dinner? "
It's all in the calculation Gemetti and other women do when they return to the workforce.