With International Women’s Day coming up on March 8th, now is a great time to reflect on how to support and empower the women on your team.
Unfortunately, there is still a lot of work to be done to level the playing field between male and female professionals. New research by McKinsey found that women remain less likely than men to be hired and only represent 39% of first-level promotions — a percentage that continues to decrease at each higher level of the corporate ladder.
On top of that, equal pay for female employees is still a very real problem in many parts of the world. According to the Associated Press, the gender pay gap in the United States has actually widened for the first time in twenty years, with women making 83 cents on the dollar compared to their male peers, and women in the EU earn 12.7% less than men, per the European Commission.
With numerous companies rolling back their DEI initiatives, it’s increasingly up to managers to foster meaningful inclusion and support for female employees in their individual departments. Finding meaningful ways to support your female employees can significantly impact their career trajectories — and maybe even boost your overall team performance.
So, how can you provide the support necessary to help the women on your team thrive and advance in their careers?
Be aware of personal biases
Despite best efforts to view our team members equally, sometimes subconscious biases creep in that may cause a disproportionate favoring of male employees. Numerous studies from the last several decades show that women are often viewed as less credible than their male peers, and according to research from NYU, they are also less likely than men to be seen as “brilliant.” As a leader, give yourself a regular gut check to make sure you are not unwittingly favoring one gender over the other when it comes to how you hire, respond to ideas, assign work, and consider promotions. Leveraging AI tools can help remove bias from the hiring and evaluation processes to ensure you’re constantly being fair and balanced.
Make sure women’s voices are heard
Sometimes, men's voices dominate team meetings and company-wide gatherings, and some women feel uncomfortable speaking up. Try to be mindful of the conversation balance and find graceful ways to include your female team members in the mix. For example, moderate team meetings by deliberately asking questions of specific employees who may have an opinion or expertise on a given subject. If it’s a remote meeting, privately message a female employee who looks like she wants to contribute but doesn’t seem comfortable speaking up. Making these mindful gestures conveys to the women on your team that you truly value their insights and are committed to supporting their influence in the company.
Advocate for equal pay
According to new research from Forbes, women are more likely to negotiate their salaries than men are, yet they’re still paid less in many places. As a hiring manager, you can play a key role in decreasing the pay gap on your team by being proactive. If your company does not provide the necessary training, consider researching industry-standard salaries for the role and location you are hiring for. When considering a female candidate, cross-check her salary against the wages of male employees at the same experience level. If you find discrepancies, bring them to your HR team and work together to find a solution.
Develop mentorship and networking opportunities
Having a mentor who actively supports personal development and career advancement can make a huge difference, especially for female employees in male-dominated workplaces. In fact, 70% of women attribute their career success to having a mentor or network of support, according to a study by the American Society of Microbiology. With this in mind, try to connect your female employees with seasoned mentors who can guide their development and help them navigate career challenges. Also, encourage the women on your team to attend networking events so they can create connections with leaders outside of your organization, broadening their visibility in the industry.
Lead with flexibility
According to a Workplace Insight study, many women disproportionately juggle family care, and 58% report that these duties have prevented them from applying for a promotion or new job. Providing flexibility when possible can help the working moms on your team achieve their career goals while managing family needs. Although you may not always have control over company policies, offering flexible hours or adjusting workloads can provide them with breathing room, whether by extending a deadline or offering remote work options when needed. Whatever approach you take, aim to lead with empathy and flexibility while still balancing workplace goals.
Recognize true leaders
Even your most talented female employees might be shy to share their accomplishments. Research from The Harvard Gazette shows that women are less inclined than men to self-promote, even when they know it will help them land a job or a promotion. This is why it’s so important to actively highlight the achievements, growth, and contributions of the women on your team. Make sure your whole company sees the skills and talents of your female employees by widely recognizing their work at company gatherings or having them present a team project at the next all-hands meeting. You might even consider mentioning your employees by name in quarterly board notes to ensure their hard work is acknowledged at the highest level.
