Companies prioritizing gender equality in the workplace tend to perform better, offer more effective solutions, benefit from diverse perspectives, and encourage innovation. Despite these advantages, the well-known glass ceiling impedes women’s progress, particularly in leadership and board positions. Therefore, women who hold these roles are responsible for supporting and elevating other women within their organizations.
I often hear that leadership positions are frequently unavailable, leading to high competition where typically only one woman can be selected. Because these positions are so valuable, many women leaders hesitate to promote, support, or sponsor each other. However, sisterhood is essential; only women can truly understand other women’s challenges. Promoting someone else doesn’t diminish our achievements—it creates opportunities for everyone.
Creating Growth Opportunities
Here are some ways women can help each other move forward collectively:
1. Walk the talk – lead by example
The best practise to embrace diversity, inclusion and equity at the workplace is by advocating for equal salary, equal opportunities, and promotion. Fostering respect, in terms of language, behaviour and having and equal ground during meetings. As a woman we need to set the tone for collaboration, showing confidence and assertiveness with kindness.
- Talk about your achievements and rewards and encourage other women to do the same
- Demonstrate a leadership style which is inclusive
- Name is shame. Address any biases in your organization. Might be in hiring process, during meetings or in any other setting. The more you talk about it, the more you raise awareness, and change comes from knowing your biases.
2. Mentor and sponsor other women
Mentorship combined with sponsorship plays an important role in advancing women in their careers. While mentorship is seen as guidance, sponsorship goes one step ahead and advocating for women’s career growth, to be promoted to a higher position or to take on additional responsibilities. It is about suggesting women to open positions.
- Offer mentoring for women in different career paths
- Use your influential position to suggest other women
- Create a safe circle, where women can get together and share, support each other. Might be in your organization or outside.
Remember, you walk the talk. You are already a leader. Giving back is so rewarding and helping one woman to step up, shows how committed you are.
3. Work on Unconscious Bias
Unconscious bias affects the whole organization, from the hiring process up to daily work matters. As a female leader you must observe, highlight and address these biases. As it says: Humans are not aware of their own assumptions, language and prejudices.
- Educate employees on unconscious bias and what impact it does have on your working culture and your interactions with your peers. At Thomson Reuters, as I was part of the global Steering community of Diversity and Inclusion, I ran multiple workshops on unconscious bias on all levels and departments. After that, humans understood how they behave and what is their thought process which assisted in changing the working atmosphere and opportunities given to women.
- Suggest reviewing and organize diverse hiring panels to avoid bias during recruitment
- Foster and support work life balance or I call it harmony. Allow employees to have flexible working hours, parental leave and anything else that goes with having a better-balanced life.
4. Involve male allies
Gender equality on all levels is not only women’s issue – it is a community issue. And within an organizations and community we have men and women alike. To foster equality, we need support from men. Side by side we can advance together in harmony.
- Involve men in discussions and forums talking about gender equality at the workplace
- Share your challenges and raise awareness
- Encourage men to sponsor and mentor women at the workplace
When men and women work together in balance, respecting each other, listening to each other and demonstrating compassion and willingness to change the status quo, it becomes a great place to work.
5. Zero Tolerance for discrimination and harassment
A truly equal workplace must be free from any kind of bullying, discrimination and undermining capabilities. A great female leader will make sure that the workplace is a safe space.
- Establish with Human Resources and your leadership team clear policies against gender-based discrimination.
- Provide a safe environment where women can raise their concerns without being labelled.
- Integrity is key. Be the role model to address any instances where harassment took place. Be vocal.
6. Measure and track progress
Whatever gets measured, gets done. Accountability is key for change. Implementing processes is great, thought without checking and monitoring, you would not know where you stand. Also, it will reflect that your policies and working environment do have an impact, which in return is a reason to celebrate.
- Collect data on where you stand on leadership positions
- Check salary differences and adjust accordingly
- Ask your employees on how they feel at work. See what the trends are and create Employee Resource groups to engage them effectively in the process of creating an inclusive workplace.
Building a Strong Female Network
Championing as a women leader is about creating sustainable change for the current women and our women successors. You need to pave the way for them, who then in return will reinforce it. It requires full commitment and being vocal, sponsorship and mentorship, advocacy and courage.
Genuine inclusivity benefits everyone – the organization, the community and fosters innovation, improves performance and creates a working environment where everyone can thrive and be respected.
It is not a luxury; it is a necessity.
Let’s Drive Change Together – Get in Touch!
Reach out if you need assistance, support and ideas on how to achieve gender equality at your workplace.