This Is How She Does It: 5 Ways Workplaces Put Women At Center of Recovery
Standardizing evaluations is one step to lessening bias against women and speeding up the recovery from the she-cession.
Of course, women have come a long way since gaining their right to vote. Female representation in traditionally male-dominated industries continues to grow.
However, Pew Research shows that about 64% of women still think there is much work to do as progress in equal rights remains not far enough. And many argue that COVID has set back women a decade on progress towards equity in the workplace.
“@Pewresearch shows that about 64% of women still think there is much work to do as progress in #equalrights remains not far enough. And many argue that #COVID has set back women a decade on progress towards #equity in the #workplace. ”
A survey study from the Center for Creative Leadership shows that bringing in more women in the office builds a better workplace environment for all genders. Their results revealed having a significant percentage of women at work predicted increased job satisfaction, more organizational dedication, more meaningful work, and reduced burnout.
“A survey study from the @CCLdotORG shows that bringing in more #women in the office builds a better #workplace #environment for all genders.”
Let’s work together to eliminate gender-based inequalities across organizations! Read on to learn more about how workplaces can help women break the glass ceiling and provide equal opportunities for all employees.
1. Standardize evaluations. Based on McKinsey & Company and LeanIn's Women in the Workplace 2020 findings, women remain underrepresented in managerial positions and continue to be held to higher performance standards. For every 100 men that get promoted, only 85 women get the same opportunity—and the numbers are worse for Black and Latina women.
Organizations must standardize skills-based assessment across the board to address any biases that may come up during deliberations. But, more importantly, include women on the list for role promotions and assess them fairly on whether they fit the role.
“Standardizing evaluations is one step to lessening bias against women and speeding up the recovery from the #shecession. #workplace #bias”
Romy Newman, President and Co-founder at FairyGodBoss, says, "The number one thing companies can do this year to advance gender equality is to change the way that they evaluate women for promotions—ensuring that they are on a level playing field."
2. Review pay structures. There is still a remarkable disparity between men and women when it comes to salary and organizational hierarchies. A portion of women in non-manager up to senior management positions earn significantly lower than men.
Statistics show that only one in 18 women earns six-figures compared to one in 7 men. The United States' gender pay gap notably increases with age, too. From age 45 and 54, earnings rise for male workers, but wages for female workers decrease. Female workers can expect to make 63 cents for every dollar their male counterparts make.
“To address the gender #paygap issue, companies can promote salary #transparency and ensure that wages are calculated based on skills and experience, not gender. ”
To address the gender pay gap issue, companies can promote salary transparency and ensure that wages are calculated based on skills and experience, not gender.
3. Provide parents with support. One in three mothers has considered leaving their work or regressing in their role due to the pandemic. The majority cited childcare responsibilities as the main reason. Knowing the additional responsibilities and challenges work-from-home mothers face, this comes as no surprise.
“Provide parents with support. One in three mothers has considered leaving their work or regressing in their role due to the #pandemic. The majority cited #childcare responsibilities as the main reason. #workingmother”
Such situations can lead to losing valuable women employees in leadership roles. Organizations can help minimize the burden mothers carry by offering training opportunities to develop skills while they're on maternity leave. Offering more flexibility to all employees can also help improve their work-life balance and take on personal schedules when needed.
4. Introduce more opportunities. Research shows that only 24% of senior management roles are filled by women. It's not uncommon for women to be overlooked for projects or promotions because of unconscious biases and a lack of opportunity despite being qualified and capable.
For instance, assumptions like "she has no experience handling this before, she may not be up for the challenge," or "she is a mother, the travel requirement may be a burden or too demanding," take away opportunities they are qualified for.
One way companies can help women advance in their careers is to provide mentoring and sponsorship programs as well as leadership workshops. These initiatives can help give them new perspectives and introduce connections they need to take on more significant responsibilities and roles.
“One way companies can help #women advance in their careers is to provide #mentoring and sponsorship programs as well as #leadership workshops. #careeradvancement #careergrowth”
5. Be an ally. Treat women as professionals and equals. Allies in the workplace can help by having their coworkers’ backs, whether that’s through celebrating and recognizing their wins or challenging discriminatory statements and language.
Unconscious biases like the “Likeability” penalty can influence how women are perceived compared to men despite providing the same effort, so it’s important to watch out for biased language when it comes up—especially during meetings, performance assessments, and hiring decisions.
While there have been improvements in providing equal pay, opportunities, and promotion, there’s still work to be done before we can say we’ve achieved equality.
As a woman, you can be a great force of change—whether you’re just starting your career or hold years of experience under your belt. By supporting other women, raising concerns about discriminatory policies, and educating others, we can continue the push for better working conditions for women.
“By supporting other women, raising concerns about discriminatory policies, and educating others, we can continue the push for better working conditions for women. #workplace #genderequality ”
Viridiana Valdes is a Relations Director at Shegerian & Associates. An experienced marketing professional with a demonstrated history of working in the law practice industry, Viridiana loves to share insights on employee rights, career development, and more.