How Organizations can Elevate Women in the Workplace
(Image Credit: Photo by Tim Mossholder on Unsplash)
Every Women’s History Month, companies recognize the infinite accomplishments and contributions women have made to our society. But many organizations fail to acknowledge and show their appreciation for the contributions of women in their workplaces today.
Research by McKinsey has demonstrated that companies whose executive teams were gender-diverse were 25% more likely to experience above-average profits compared to those with less diverse teams. Similarly, companies with more than 30% of women executives were more likely to outperform those with fewer women executives.
While the number of women in leadership has slowly increased, women remain significantly underrepresented at the senior leadership levels and men continue to dominate in executive roles.
According to the McKinsey study on gender diversity and inclusion, while 50% of women hold entry-level positions in Canada, the number decreases to 41% at the manager level, 37% at the senior manager/director level, and 31% at the VP level.
Despite the commitment by organizations towards EDI and creating gender-equal spaces, many women continue to face barriers and challenges that prevent them from advancing in their workplaces.
If organizations truly intend to create inclusive and equitable workplaces, they must understand the experiences of women in the workplace, create equitable policies, and provide sponsorship to help elevate women in their careers.
1. Understand Gender Discrimination at Work
Before implementing initiatives that will help you create a gender-equal workplace, it’s imperative you listen to women and address their experiences with inequality and non-inclusive behaviours in your organization.
The Deloitte Global Women at Work report revealed that 52% of women have experienced some form of harassment or non-inclusive behaviour at work in the past year. Among those respondents, 14% reported they didn’t think their complaint would be taken seriously and the top reason for not reporting harassment was in fear of retribution.
In Canada, 60% of women reported experiencing microaggressions at work. Among these reports, these microaggressions were experienced by women at the VP level in their organization. These women were five times more likely than men to have to prove their capabilities and three times more likely to hear demeaning comments.
The McKinsey study also demonstrated that women are 76% as likely as men to be promoted to the manager level and only 64% as likely to be promoted to the VP level. It also reports that for every 100 men promoted, only 86 women are promoted.
Reflect on how you can create an inclusive environment by connecting with your employees and creating a safe space for open dialogue. Gathering feedback through engagement surveys and qualitative interviews can also help determine where women are excluded in your organization. When women feel included, valued, and respected in an organization they are more engaged and productive.
2. Create Equitable Policies and Procedures
The pandemic has created various challenges for women that lead to burn out and mental health challenges which led to several women leaving the workforce. According to Deloitte’s report, only 22% of women believe their employers enabled them to establish clear boundaries between their work and personal life. 77% of the respondents declared that their workload has increased as their household and caregiver responsibilities also increased. Many women reported being unable to switch off due to concerns around it affecting their career progression or being left out of important projects.
As we continue to make progress in creating diverse environments, equity in the workplace is also critical to elevating women. Consider how your current policies support women. Are your parental leave policies fair? Do you offer equal opportunities for promotion, raises, and leadership? Do men and women have the same opportunities and access to resources? What policies need to be developed to elevate women in your workplace?
3. Sponsor Women in Your Organization
One of the most efficient ways you can elevate women in your organization is through sponsorship. While mentorship is also a valuable opportunity for women to receive guidance and support to achieve their goals, sponsorship is instrumental to helping women advance in their careers and acquire executive positions.
Sponsors are primarily senior leaders who are reputable in their organization and industry. They play a critical role as allies who can advocate for women and open the door to new opportunities and connections. This is primarily executed by highlighting the accomplishments and achievements of women. Placing a spotlight on their achievements can increase their visibility and have a positive impact on how they are perceived.
Being a great sponsor also involves making sure women are given credit for their work and amplifying their voices. Many women are not offered a seat at the table, sponsors are essential to making sure women are included in important decisions or are considered for a promotion. Supporting women behind closed doors is also an effective way to challenge bias in your workplace.
Leaders can encourage sponsorship in their organization by creating a culture that supports sponsorship. Creating a formal sponsorship program is a productive way to encourage the practice of sponsorship across your organization.
Creating a safe and equitable workplace that is inclusive of all women should be a priority for all organizations. Elevating women in the workplace by understanding the challenges they face, creating equitable policies, and sponsoring women in junior positions are critical to providing women with equal opportunities to advance in the workplace. If we truly want to celebrate the contributions women make to our society, we need to create workplaces that reflect inclusive and equitable cultures.