Breaking Barriers: Empowering Women in the Workplace

“Diversity is being invited to the party. Inclusion is being asked to dance.”

In the last few years, we have started seeing more women take the top jobs. We got Corie leading Best Buy or Michele leading Hershey; the change has been refreshing to see. Although it is a step in the right direction, you would be kidding yourself if you feel that things are now working and you do not feel inequality. Women continue to be under-represented at every level and for us to fix that, we need to first understand why that is the case.

In today’s society, it is imperative that companies strive to create an inclusive environment for women at the workplace. With gender inequality and discrimination being prevalent issues in the workplace, it is essential that employers take proactive steps towards fostering a more inclusive and diverse work environment. A 2019 McKinsey report outlines some of the challenges that women face. It is our collective responsibility; not just as leaders, but also male colleagues to put in an intentional effort to ensure that our female colleagues are welcomed and included. Not that women need our help to succeed — they are very well capable to succeed themselves, but my point being that, men are not doing their share of promoting gender-diversity initiatives.

Women have been historically underrepresented in certain industries and positions, and creating a more inclusive work environment can help to level the playing field. Inclusive workplaces also create opportunities for women to reach their full potential, allowing them to progress within their careers and attain leadership roles. This, in turn, can help to increase gender diversity at higher levels of management, leading to more balanced decision-making and better outcomes for businesses. By creating an inclusive work environment for women also leads to a more engaged and productive workforce. When people feel that they are a part of the team, they tackle problems and challenges with a higher level of reasoning and greater intelligence. They feel empowered to make a difference. We earn trust from each other by listening attentively, speaking candidly and treating others around us with respect. This is especially true for women, who may face additional challenges and barriers in the workplace due to gender bias and discrimination. By creating a supportive work environment, companies can boost morale, reduce employee turnover, and ultimately improve their bottom line.

Despite numerous legal protections and social movements aimed at promoting gender equality, many women continue to face discrimination in the workplace. I will share couple of stories that shed light on this through the lens of two of my friend’s firsthand experience.

I know of someone in my close circles who turned in her resignation to her then-boss with a 2 weeks notice and was willing to extend it, to ensure that the transition was seamless. She was called names for leaving the company, verbally abused, spoken to disrespectfully and was inundated with texts from her then-boss on how she was betraying the company by calling it quits. She didn’t need to go through any of it. After all, she was the very same employee who had a fabulous year in the company — got promoted in the same year, won numerous awards and was widely respected as valuable team member who would do anything and everything to help her colleagues out.

Another story from a close confidante who was interviewing for a social media company - Despite feeling morally obliged to do so, she hesitated to disclose her pregnancy to the interviewers, as she feared it could impact her chances of getting the job. Although I initially encouraged her to be honest, I also recognized that pregnancy discrimination is unfortunately still prevalent in today’s society. Despite my reservations, she ultimately decided to share the news after receiving a job offer, explaining that she would need maternity leave in 8 months’ time. Shockingly, both the recruiter and the hiring manager — both of whom were women — promptly stopped communicating with her, leaving her feeling ghosted and unsupported. This experience is a stark reminder that gender discrimination and biases against women still persist in many workplaces, and that more needs to be done to combat them.

Diversity is not just a moral or ethical imperative. It is a business imperative.

Creating an inclusive environment for women in the workplace requires a multifaceted approach that involves addressing various aspects of organizational culture and practices. Here are some steps organizations can take to promote inclusivity for women:

1. Promote diversity and inclusion at all levels: Start by setting the tone at the top and promoting diversity and inclusion in leadership positions. Leaders should communicate their commitment to diversity and create an environment where all employees feel valued and included.
2. Provide training on unconscious bias: Training on unconscious bias can help employees recognize and mitigate their own biases, leading to more equitable decision-making processes.
3. Implement fair and inclusive hiring practices: Establish transparent and inclusive hiring practices that prioritize qualifications and experience over gender, race, or other characteristics. Avoid using biased language or criteria that could discourage qualified women from applying.
4. Offer flexible work arrangements: Flexible work arrangements, such as telecommuting, flexible hours, and job sharing, can help women balance their work and personal responsibilities.
5. Provide equal opportunities for career advancement: Ensure that women have equal access to training, mentoring, and promotion opportunities. Create a culture of transparency around career advancement and make it clear that promotions are based on merit and not gender.
6. Address pay inequity: Conduct regular pay equity analyses and make adjustments as needed to ensure that women are being paid fairly.
7. Foster a culture of respect and support: Encourage open communication and foster a culture of respect and support where employees feel comfortable speaking up about issues and concerns.

By taking these steps, organizations can create a more inclusive environment for women in our workspaces. Inclusion is about giving value to every human being, no matter our differences. Diversity is about acknowledging our differences and inclusion is tapping into our differences; and leveraging them in a way that people feel valued and connected. Inclusion is the celebration of diversity put into action.