How can we bridge the gap between men and women in the workplace?
Photo by Christina@wocintechchat.com
Being a woman in the corporate world is still a challenge in 2023. It’s hard to believe that we are still fighting to be at the same level as men.
I have analyzed men’s behavior vs women and have come to the conclusion that the majority of men do have more confidence than the majority of women. Based on a study by Frontier Psychology in 2019, it was found that men get promoted based on their potential while women get promoted based on what they have done.
This means high potential women are being overlooked for leadership positions. I have spoken to many women in middle management recently that are becoming frustrated and are looking for other opportunities outside of their organizations.
This is a problem across many industries. In the 2022 Women in Leadership study done by LeanIn.org and McKinsey, it was found that; “many women are switching jobs for better opportunities, but some are considering downshifting and leaving the workforce. “ This is troubling to say the least.
Key findings from this study included that “women are still underrepresented in leadership: only 1 in 4 C-suite executives is a woman, and only 1 in 20 is a woman of color; and for every 100 men promoted from entry level to manager, only 87 women are promoted, and only 82 women of color are promoted.” See more on this study at https://leanin.org/women-in-the-workplace#! .
Here are some of my recommendations for what organizations can do to guide women into the C-suite:
Provide continuous training and coaching programs - Most companies provide this to more junior staff, but once you get to a certain level, the training stops. In order for women to get to the C-suite, we need to provide more coaching to them. This will not only benefit the individuals, but will also keep high potential talent in your organizations.
Give direct feedback - Giving vague and inconsequential feedback does not help individuals to develop their skills. We need to be more direct in telling women where they need to enhance their skills. Tell them directly what they need to do - do they need more confidence or executive presence? Then tell them. Do not sugarcoat it because it will only cause more harm than good and the individual will never develop to where they need to be.
Create smaller support groups - While women networking or business resource groups are great, organizations need to support women at a deeper level. When women attend the networking events, they are learning from senior managers, but from higher level. We need support groups that are smaller so that all women have a chance to speak about their issues and get guidance. LeanIn.org has developed circles that women can join to get support peer to peer and build leadership skills. Organizations can also bring these circles in-house.
Senior mentors - we need more mentors for women including other senior women. Sometimes we find that senior women aren’t always supportive of other women. If you are successful, then you should ensure that you are helping others become successful. Take the time to help those that are looking for guidance.
We need to do more here to get women to be equal to men in pay and positions. Women have been fighting this battle for a long time and while we have made progress, we need to be closer. Diverse individuals are also fighting the same battle.
We can all do more to fight bias and ensure everyone gets an equal chance to succeed. Women shouldn’t have to do more to prove their worth. We need to do more than talk about it. We need to start making it happen.
Here’s to your success!
Best,
Rene