Back in 2020, I introduced the term “withdrawal” to highlight what countless women were enduring: an economic collapse that disproportionately impacted them. At that time, I was leading a national think tank focused on women and the economy from my dining room, while my 11-year-old twins participated in remote schooling just nearby.
When I reflected on this issue, I mentioned to a publication that “we should be willing to call this ‘her departure.'”
The data was alarming. Women, particularly those in sectors like service, care, and education, tend to lose their jobs at a higher rate than men. Indeed, the public health crisis that abruptly disrupted daily life has stripped jobs and income from women more than anyone else.
Fast forward five years, the situation seems more deliberate and, honestly, worse.
There’s no pandemic now—just a purportedly robust economy. Unemployment hovers around 4 percent, with GDP growth remaining stable at 2-3%. By typical standards, recovery appears complete. Yet, astonishingly, over 455,000 women, including around 300,000 Black women, have exited the workforce since January.
These women didn’t choose to leave; they were pushed out by rigid policies, a lack of corporate flexibility, and a political landscape that complicates the balance between caregiving and professional responsibilities.
This isn’t merely a market failure; it’s an artificially created crisis.
Returning to traditional office settings has stripped away the flexibility that previously enabled many women to balance work and family. Layoffs in public sectors like education and health have hit women especially hard.
Childcare costs have surged nearly 20% since 2019, averaging over $11,500 per year for center-based care. In some states, childcare expenses even surpass in-state college tuition. Compounding these financial stresses, women still earn approximately 83 cents for every dollar men earn. Add to that the weight of unpaid elderly care duties, and the pressure is mounting.
The pandemic taught us an important lesson: flexibility is essential, not a luxury. Maintaining remote and hybrid work options is crucial for both the employment of women and the functioning economy. It was eye-opening to recognize that burnout and the struggle to keep going aren’t personal failures but systemic issues.
Yet, many companies cling to the idea of a “return to normal,” disregarding the reality that that normal wasn’t effective for most women. Even within the federal government, which was once praised for its flexible work arrangements, telework opportunities have been reduced, while childcare costs continue to rise and wage growth is stagnant, forcing families into tough situations.
This wave of women exiting the workforce doesn’t neatly fit the definitions of economic downturn or recovery—it’s a strategic choice. This economic shock isn’t some external force; it’s rooted in workplace practices and policies that resist change.
Each statistic reflects a personal choice—a mother declines a promotion because after-school care costs outweigh the raise, a federal employee retires when remote options disappear, or a daughter quits her job to provide for her elderly parents because paid leave isn’t available.
The U.S. knows how to address these issues. With proven solutions like paid family leave, affordable daycare, pay equity, and flexible work policies, we can support women’s retention in the workforce and enhance the economy.
The truth is, we have the knowledge to remedy this. The pandemic acted as a test case. Investing in care, normalizing flexibility, and valuing women’s work can lead to economic prosperity.
Full participation of women isn’t just a social or ethical obligation—it’s an economic one. Research suggests that closing the gender gap in labor participation could have added $2.1 trillion to the U.S. GDP over the past decade. Excluding women doesn’t just affect them; it also hampers productivity, innovation, and growth for everyone.
Ultimately, the question isn’t about whether we can afford to take action but whether we have the will to do so.
Because this time, women aren’t leaving due to some crisis; they are leaving due to choices made for them. That should concern all of us.
