Gaby Gemetti thought she didn't celebrate. Having had another 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 and thought," Oh, my presentation "or just work in general."
So even though Gemetti moved up the management ranks of a top technology company in Silicon Valley, she gave up the job four years ago to stay at Santa Clara, California. As much as it was, Gemetti's decision was especially driven by his son's needs when he began demanding regular therapy.
But she missed working on team projects. And the latest headlines that highlighted the need for women in technology pointed her interest in looking for jobs again. Then she came back to work.
Over the past three years, women in their workforce like Gemetti have been in the workforce of more than twice as many men.
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The latest rise comes at a time when the economy is over and unemployment has reached historic downturns, meaning that there are more opportunities for workers seeking higher wages and better benefits. 19659006] These benefits appeal to workmates like Gemetti. In March, she started a "return ship", a new type of program for recruiting and retraining women as her seeking to resume her career. The new concert that manages a team at Cisco Systems gives her time to occasionally pick up her children from school.
Women returning to higher rate jobs since 2015 dramatically reverse the trend in the previous three years as women left workforce to twice as many men. It is also a reversal of nearly two decades in the percentage of working women.
In World War II, women began to enter the workforce in large numbers. This trend did not stop for decades. Until 2000, then it began to dip – a decline that continued through the major 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 for women who remain the primary caregivers for children and older parents.
There are other things that contribute to the growing female workforce – the growth of industries such as healthcare and women-dependent education.
Women also intervene on historically male-dominated areas such as manufacturing and construction, says Martha Gimbel, research director at the job site. In fact, an NPR sponsor.
"In a tight labor market, employers are willing to look at applicants that they might have dismissed earlier," she says.
Another drawing for women: Employers competing for workers pay more. But is it enough with a number of other economic obstacles for women who work?
Their return to work means that there is a greater demand for childcare, which is more difficult to find. And unlike Canada and Europe, the United States does not subsidize childcare.
"If a woman has a relatively low hourly rate, it may be more sensible for her to take care of her own children," says Claudia Goldin, economics professor at Harvard University, who researching women in the workforce – even if it means earning less later in life when a woman goes back to work.
"Can employees pay for more expensive childcare?" Gimbel asks.
The employment gains made by American women in recent years are pale compared to countries such as Canada and Sweden, where a higher percentage of women work.
"This is a real indication that something is wrong" Goldin says.
Women in the United States face major economic headwinds. Much of it is related to their role as standard caregivers in many families. Paid time to care for children and sick family members remains relatively rare. Some cities and states demand it, but federal law does not.
It makes it harder to hold a job.
There is another abhorrent, Goldin says: Poisonous women with working spouses are taxed to a greater extent.
The calculation for work or not is personal and practical. But that choice has also long been condemned and criticized as a subject of cultural war. In the 1980s, it was centered on "latchkey children" – children of working parents who locked their own home after school and looked after themselves.
# The MeToo movement repeated debates in the workplace, including inequality in wages and women's representation in leading ranks. Many employers are now trying to correct it.
They add training and mentoring programs to encourage women to return and express women's recruitment, Sonu Ratra says. She took a career break and foundation a staffing company and a job placement and support group called Women Back to Work.
"There has been a cultural shift in the last two years, Ratra says." Women are celebrated more today than ever. "
And that shifts Not only women are marked.
When Gaby Gemetti decided to go back to work, both she and her husband changed their schedules.
"We were like," Oh God, childcare. What should we do with the kids? "" 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 alternately exchange others, but between her daughter's swimming and dance lessons and her son's baseball practice It is still a daily logistical challenge.
The juggling has not become easier, she says: "The exercise is at 5:30, so you have to leave work at 4:30 to get them ready to scramble and what should you so low about mites agen? "
It is quite a part of the calculation Gemetti and other women do when they return to the workforce.