How to Empower Women in the Workplace
As the world celebrates International Women's Month this March, it's only fitting to reflect on the progress made in empowering women in the workplace and the strides yet to be taken.
In recent years, the call for gender equality in the professional sphere has become louder, and businesses worldwide are starting to recognize the importance of fostering diverse and inclusive environments. This resulted in positive gains in women's empowerment in the workplace.
Deloitte's "Women @ Work 2023" report shows some improvements in the experiences of working women worldwide—the rates of burnout have dropped, non-inclusive behaviors at work have declined, and women are reporting more positive encounters with hybrid work setups.
However, much work remains to ensure that women have equal opportunities for advancement. There's still a long way to go in supporting women in reaching their full potential in the professional aspect of their lives.
In the same Deloitte study, a significantly large number of women around the globe still face challenges. Among these, the number of women who feel unable to switch off from work has increased, and the number of women who feel comfortable sharing mental health concerns with their employers has decreased.
While each of us can help improve women's experience in the workplace, systemic and top-to-bottom solutions can fast-track the progress toward gender equality in organizations.
So, what can managers, leaders, and large companies do to empower women in the workplace in 2024 and beyond? Here are a few strategies:
1. Provide Equal Opportunity
McKinsey reports that the percentage of women holding C-suite roles in corporate America and Canada has increased from 17% to 28% since 2015. Women's representation in the vice president and senior vice president levels has also improved significantly. Still, women--especially women of color--have remained underrepresented across the corporate pipeline.
Companies must ensure that women have the same opportunities for advancement as their male counterparts. Top leadership can start by implementing transparent salary structures and promoting women into leadership roles.
Organizations that embrace diversity on their executive teams and openly support and advance women in the workplace are more likely to attract and retain them. Women will view these companies as places where they will be valued and empowered.
2. Ensure Equal Pay
The gender pay gap is still one of the biggest concerns in many industries and countries. In 2022, the estimated global gender pay gap was around 16%, with women earning on average just ¢84 for every dollar a man makes (Forbes).
Employers who prioritize pay equity, conduct regular pay audits, emphasize transparency, and openly communicate the actions taken to enhance equity are more likely to entice women to work for the company. Pay equity encompasses all aspects of compensation, including base salary or wages, overtime, bonuses, benefits, and any additional perks.
3. Focus on Diversity and Inclusion
Fostering a diverse and inclusive workplace is essential when empowering women. Companies should invest in diversity training and brainstorm ways to create a workplace where women feel empowered to participate fully.
Supporting affinity or employee resource groups dedicated to helping and championing women in the workplace fosters a work environment where they can freely share their feedback and experiences. Indeed, a 2018 Accenture research found that employees want and value the ability to be their true and authentic selves at work. Leaders and managers can then incorporate their suggestions into the company policies and practices.
Companies can further boost women's engagement by creating effective rewards and recognition programs. They should also create an environment where workers have an opportunity to contribute their ideas. Allocate time and resources for teambuilding activities that allow for meaningful participation from women.
4. Support Women's Education & Training
Investing in women's education and training programs helps them gain experience and develop the skills needed to succeed in their careers. This includes technical skills and leadership development opportunities.
Additionally, create mentorship programs. Women need mentors and advocates who can help guide them and champion their professional development. Employers should encourage mentorship relationships and opportunities for women to showcase their talents and skills.
A strong mentorship program can help women in the workforce connect, set career goals, and learn from each other's experiences. Consider designing a program that includes formal goal setting, milestones, check-ins, and support from leadership to ensure it is lasting and effective.
5. Offer Flexible Work Arrangement
Balancing work and family responsibilities continues to be a challenge for many women. A study by Catalyst found almost all women and men agree that they can be flexible with their schedules when they have a personal matter to attend to. However, fewer women agree they can turn down a work opportunity for family/personal reasons, use a flexible work arrangement, or use parental leave or sabbatical without jeopardizing their career advancement compared to men.
Flexible work arrangements, in the form of remote work options and flexible hours, can help women better balance their work and personal responsibilities. Plus, according to LeanIn.org, women face fewer microaggressions and have higher psychological safety levels when working remotely.
International Women's Month provides a great way to discuss and address women's workplace challenges. However, championing and empowering women at work is a continuous process until we achieve gender equality in every organization.
By working together to break down barriers and create inclusive environments, we can support women in thriving and succeeding in their chosen fields.
Want to get insights on women's experiences in your company and recommendations on creating a more empowering workplace for them? Want to learn more about how we help support various resource groups inside large companies? Contact us.
