Advocating for women advancement in the workplace
(Image credit: Photo by LinkedIn Sales Solutions on Pexels)
It is Women’s History Month and there has been a buzz of activity with International Women’s Day and other events. Many are engaging with thought leaders, sharing perspectives on what matters most to them, while taking care of the day-to-day operations.
Based on recent studies, the needle has moved slightly when it comes to advancing women in the workplace, but let's be real.
The gender pay gap and other inequity is and continues to be an issue in this 21st century.
According to UN Women, women in the workplace earn 80 percent of what their male colleagues earn for doing the same or equivalent job. There has been a slight change in the gap for women of colour, with lots of room for improvement for all equity-seeking groups.
This also holds true when it comes to hiring practices and other decision-making processes including removal of discriminatory barriers that prevent women from being promoted into higher paying jobs and leadership positions.
The gender pay gap doesn't get any better as women age and progress throughout their career.
Women in the workplace
A Women in the Workplace Report conducted by McKinsey & Company in partnership with LeanIn.org, reveals an intersectional look at certain biases and barriers faced by Asian, Black, Latina and LGBTQ+ women and women with disabilities.
While women's representation in the C-suite is higher than it has ever been, there remains a lack of progress in the mid-pipeline category with women of colour being underrepresented.
Survey results also revealed untrue myths about experiences that women face in the workplace and throughout their careers. These realities could be helpful for organizations to move forward in a positive direction.
Myth #1:
Women are becoming less ambitious.
Reality #1:
Women are more ambitious than before the pandemic – and flexibility is fueling that ambition.
Nine in ten women under the age of 30 want to be promoted to the next level, and three in four aspire to become senior leaders.
Roughly 80% of women want to be promoted to the next level, compared with 70% in 2019.
88% of women of colour want to be promoted to the next level.
Myth #2:
The biggest barrier to women’s advancement is the ‘glass ceiling’.
Reality #2:
The ‘broken rung’ is the greatest obstacle women face on the path to senior leadership.
For every 100 men promoted from entry level to manager, 87 women were promoted.
73 women of colour were promoted to manager for every 100 men, down from 82 women of colour last year.
Myth #3:
Microaggressions have a ‘micro’ impact.
Reality #3:
Microaggressions have a large and lasting impact on women.
Years of data show that women experience microaggressions at a significantly higher rate than men: they are twice as likely to be mistaken for someone junior and hear comments on their emotional state.
For women with traditionally marginalized identities, these slights happen more often and are even more demeaning. For example, Asian and Black women are seven times more likely than White women to be confused with someone of the same race and ethnicity.
Myth #4:
It’s mostly women who want, and benefit from, flexible work.
Reality #4:
Men and women see flexibility as a ‘top 3’ employee benefit and critical to their company’s success.
As workplace flexibility transforms from a nice-to-have for some employees to a crucial benefit for most, women value it more. This is likely because they still carry out a disproportionate amount of childcare and household work.
38% of mothers with young children say that without workplace flexibility, they would have had to leave their company or reduce their work hours.
Good work–life balance and low burnout are proven to be key to organizational success.
83% of employees cite the ability to work more efficiently and productively as a primary benefit of working remotely.
Employees who work on-site also see tangible benefits. A majority point to an easier time collaborating and a stronger personal connection to coworkers as the biggest benefits of working on-site – two factors central to employee well-being and effectiveness. However, the culture of on-site work may be falling short.
While 77% of companies believe a strong organizational culture is a key benefit of on-site work, most employees disagree.
Only 39% of men and 34% of women who work on-site say a key benefit is feeling more connected to their organization’s culture.
Positive way forward for women advancement
McKinsey and LeonIn.org shared five core areas of focus that may help leaders better support the advancement of women in the workplace.
1. Track outcomes to improve women’s experience and progression.
Measure employees’ outcomes and experiences – and use the data to fix trouble spots.
Take an intersectional approach to outcome tracking.
Share internal goals and metrics with employees.
2. Support and reward managers as key drivers of organizational change.
Clarify managers’ priorities and reward results.
Equip managers with the skills they need to be successful.
Make sure managers have the time and support to get it right.
3. Take steps to put an end to microaggressions.
Make clear that microaggressions are not acceptable.
Teach employees to avoid and challenge microaggressions.
Create a culture where it’s normal to surface microaggressions.
4. Finetune flexible working models.
Establish clear expectations and norms around working flexibly.
Measure the impact of new initiatives to support flexibility and adjust them as needed.
Put safeguards in place to ensure a level playing field across work arrangements.
5. Fix the broken rung for women, with a focus on women of colour.
Track inputs and outcomes.
Work to de-bias performance reviews and promotions.
Invest in career advancement for women of colour.
Source: Women in the Workplace Report 2023; McKinsey & Company in partnership with LeanIn.org
“History has shown us that courage can be contagious and hope can take on a life of its own.”
- Michelle Obama
Invest in Women: Accelerate Progress
So what do you say? Let's embrace this year's International Women's Day theme - ``Invest in Women: Accelerate Progress`` as a call to action all year round.
Improving gender equality contributes to healthier, more prosperous and inclusive workplaces and communities where everyone can reach their full potential.
Valuing diverse, inclusive and equitable workplaces
Life Works Well advocates for diverse, equitable and inclusive workplaces, including breaking down barriers for women in the workplace through mentorship, coaching and allyship.
We help new and scaling organizations to create healthy, high-performing and heart-centred people strategies that advance the company's mission, vision and values.
Reach out for a free consultation to find out about our program offers, check out our free resources, and sign up for a soon-to-be released book Create a Mentor Culture – How to mentor with heart and start a ripple effect.