A woman’s right to belong in the workplace has been a long battle over the decades, but the fight continues to combat discrimination and biases against women daily. One of the first victories was the Equal Pay Act of 1963, making it illegal for an employer to pay women less than men simply based on sex. The following year, Title VII of the Civil Rights Act of 1964 passed into law, protecting women from workplace discrimination and making it illegal to discriminate based on race, religion, or national origin.
While many great strides have occurred, facing biases while trying to go about your workday can be exhausting, but women don’t need to face this alone. The workplace is a dynamic environment where employees constantly learn, grow, and evolve. As a leader, you have the power to create an environment that allows employees to grow and succeed. You can also create an inclusive work culture that supports diversity and fosters inclusion. There are many ways to advocate for women in the workplace; below are a few actions you can take daily to be there for the working women in your life.
Actions To Take To Support Women In The Workplace
Encourage women to be authentic leaders
There is often a pressure to fit in with those around you, and women, in particular, often feel coerced into mirroring their male counterparts if they want to get ahead in their careers. Pushing for people to fall in line is especially true for women of color who may not fit the 'standard' definition of a leader's appearance. Other leaders must encourage female employees to embrace their unique styles and strengths, so they feel comfortable being themselves at work.
But simply “speaking up” isn’t that easy, especially in a world where women are often talked over or left out of the conversation. You can help by fostering a welcoming and inclusive environment where everyone has the chance to participate and feels safe doing so.
When women feel confident in their ability to speak up and are given the support to navigate challenges, they can reach their full potential.
Recognize and reward women for their achievements
It’s important to recognize women for their accomplishments in the workplace, especially since society has historically left them out of the spotlight. Recognition, even for something small, can give someone the power to feel confident in their abilities and build confidence as a leader. By crediting a female employee's accomplishments, she will hopefully feel more comfortable taking on more responsibility and leadership roles within your company.
Recognition is one of the most powerful incentives for employees at all levels — not just those with higher status or paychecks. It reinforces positive behavior and encourages others to emulate it.
You should reward people whenever possible, even if it’s just thanking them for doing their job well or helping a colleague in need, showing that you see and appreciate their efforts. This could include awarding prizes or bonuses for good work or planning special events such as company outings or happy hours that allow workers to form a stronger team bond.
When you see an employee doing something right, take the time to recognize them publicly. Tell them how much their work means to your company and how grateful you are for all they do daily.
Conduct a pay equity analysis
The gender pay gap is the difference between the average earnings of men and women, expressed as a percentage of men's earnings. As of 2022, women earn an average of 82% of what men earn, based on an analysis of a new study by the Pew Research Center using the median hourly earnings of both full- and part-time workers. This has remained roughly the same for the past twenty years, only rising 2% since 2002.
One way to support women in the workplace is by conducting a pay analysis evaluating how much you pay employees based on gender, race, and ethnicity.
Conducting a pay analysis will help you identify potential gaps in pay between your male and female employees so that you can adjust accordingly. You should also review how much more seniority males have over females regarding promotions or raises, as this could also contribute to pay gaps.
In fact, many businesses are making their salaries public knowledge so that everyone knows what their colleagues earn and how much they deserve for doing the same job.
Rethink leadership development programs
Investing in the development of female employees helps retain talent and improves productivity and performance within your organization's culture. Companies that invest in developing their employees through training and education tend to see higher job satisfaction among their employees compared to those that don't invest in employee development at all.
Many organizations offer employee leadership training programs — but those programs often focus on men. These programs tend to teach men how to be more assertive and competitive while teaching women how to be likable and more collaborative. These stereotypes have been shown time and again not only to be false but also harmful. Rethinking how we teach leadership skills can help create a more inclusive workplace where everyone feels comfortable speaking up and taking charge when necessary.
Mentorships are an excellent way for senior leaders to share their expertise with junior employees who want guidance navigating their careers or navigating office politics. Mentorship programs also help new hires feel more comfortable when they start a new job by having someone they can contact if they need advice or guidance on anything related to their career path (or life).
Be aware of biases
Women are often the target of bias in the workplace, whether it's conscious or unconscious. Implicit biases are a form of bias that occurs automatically and unintentionally but still deeply affects judgments, decisions, and behaviors. Being aware of these biases is the first step toward understanding how they affect your behavior and how you treat others.
Unconscious bias refers to our attitudes or stereotypes about people based on their gender, race, age, and other characteristics. This can lead us to make assumptions about others without realizing it — for example, that men are better suited for leadership roles. Avoiding these assumptions helps create a culture with fair treatment regardless of gender, race, or other characteristics.
Unconscious bias training helps people recognize their own preconceived notions about certain groups — whether based on race, gender, or other factors — so they can correct them when making decisions about hiring or promotion prospects. It's also used in human resources departments to ensure managers understand how they might treat employees differently based on their backgrounds.
For example, "office housework" refers to the tasks often assigned to women, such as making copies, ordering lunch, or taking notes during meetings. It's a phenomenon noticed by many women in the workplace, who have reported feeling resentment when asked to do these tasks instead of their male colleagues.
Create a flexible work environment
The fact that women continue to be the primary caregiver in most families means that they will often need to arrange their schedules around the needs of their children. Scheduling can be difficult when there is little flexibility around the hours they need to work, and the days they need to take off. It's essential to create policies that encourage employees with caregiving responsibilities (of all genders) to meet those responsibilities without sacrificing their careers simultaneously.
Many companies offer flexible work arrangements such as telecommuting or compressed workweeks so employees can control their schedules and spend more time with their families. These programs also help companies attract top talent while retaining valuable employees who may otherwise leave when they have children or aging parents they need to care for.
Support Your Female Coworkers Every Day
The workplace is changing, and people are vocalizing the importance of diversity of thought and action, but more effort must happen regarding gender equity and equality. To date, we have the trailblazing efforts of the brave women who openly speak out about harassment and discrimination to thank for all the incremental developments so far. However, they can't create lasting change alone. With the help of individuals such as yourself, it's possible to create a more supportive and progressive environment for women.
As HR experts, we’re equipped with the resources to help you manage workplace prejudice among employees, such as gender discrimination. At GMS, we stay current on all discrimination laws and protections to help you create a safe and welcoming environment for all your employees. If you have any questions, contact us today to speak with a team member!