Many events honor Women's History Month (WHM). Simone Morris, an award-winning Inclusive Leadership Expert, recently attended a therapeutic WHM event, as the issues discussed were relatable and ongoing. There were nods of agreement, indicating shared experiences among attendees, and the insights shared were powerful and inspired a call to action. As Women's History Month comes to a close, here's a recap of the topics that emerged:
- Stressors over perception about how conflict resolution
- A need to provide clear, effective, and transparent communications
- Desiring to feel safe to be oneself at work rather than conforming to traditional attire
- Overcoming impostor syndrome to achieve success
- Feeling included and valued in important workplace discussions
- Dealing with unfair treatment due to gender discrimination
- And additional concerns
The 2023 McKinsey Women in the Workplace Study reveals a consistent decrease in the advancement of women within the corporate hierarchy, with approximately 50% of women occupying entry-level positions and 28% of C-Suite levels. The situation is even more challenging for women of color, as entry-level pipeline data indicates a representation of 18%, which drops to a mere 6% in the C-Suite.
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A Catalyst survey titled "Exposé of Women's Workplace Experiences Challenges Anti-racist Leaders to Step Up" involved 2,734 women from underrepresented groups worldwide. The survey highlighted racism as a significant challenge persisting in the workplace. Moreover, the ranking of senior leaders revealed a substantial gap, with only 49% actively supporting the success of this demographic.
The information mentioned highlights the ongoing need to address and resolve challenges facing women in the workplace. It is crucial to emphasize and encourage the adoption of inclusive leadership strategies to support and advocate for women in professional settings effectively.
How Companies Can Support Women at Workplaces
Organizations can focus on establishing safe spaces for open discussions about women's issues at all levels, not just among senior positions. These conversations are essential for raising awareness and developing a plan to tackle concerns, which is crucial to ensuring clear accountability for making progress and addressing issues.
Courageous and transparent conversations represent a positive step forward. However, plans and accountability are equally crucial in effecting change and enhancing outcomes for women in the workplace. Inclusive leaders can take proactive steps by considering the following:
- Make sure a varied group participates in discussions about challenges faced by women, which should include a mix of stakeholders, such as supporters, champions, and allies who hold the authority to bring about change.
- Assess women's challenges within the organization by gathering input from affinity groups, engagement surveys, and exit or stay interviews. Use this feedback to develop a comprehensive agenda and facilitate meaningful discussions. Practice active listening and refrain from judgment or dismissing shared experiences.
- Survey the workforce to gather topics for these discussions.
- Train leadership teams on effectively receiving and responding to feedback, even if it may seem repetitive or difficult to handle.
- Make commitments to demonstrate progress in the upcoming year, setting milestones to track advancement along the journey.
