“we want what you aren’t.”
I read a recent article on the ‘Fast Company’ website, by Amy Diehl that said “we want what you aren’t” about the discrimination women still face in the workplace. I thought it was a pretty spot.
I’ve met so many amazing people over the last few weeks. Of the women I've met, all have experienced some form of discrimination to different measures in the workplace. Whether it be they're viewed as being too old for new 'exciting' roles, or their 'face doesn't quite fit' a senior leadership role that is front facing.
In our work and the work of organisations that are serious about creating inclusive workplaces, we need to press harder to change the female experience in the workplace. I love Amy's suggestion of flipping it when evaluating or considering women for roles. If what you're thinking is something other than what you'd apply in your thinking when recruiting a man, then park it. It's not valid.
Why women still struggle to progress into Top jobs:
1. Unconscious bias: These very much apply to women in the world of work, impacting whether or not they're considered good hires or candidates for promotion. Understanding that this is still happening and getting the proper training for Managers and people with hiring responsibilities is crucial.
2. Lack of Representation: There just aren’t enough of them in senior leadership roles, which sends the message that they are not suitable for them and puts people off considering them or considering themselves for such roles. Turning this on its head by identifying the gap and actively promoting diverse representation sends a strong message to your business and potential candidates.
3. The work-life balance challenge: Even in this new world of remote and hybrid working, how is this still an issue? Women are still seen as the ones who will stay home with the children, even though we all have the flexibility to work from home now. Ensuring that flexible work policies emphasise that they apply to everyone and emphasising their availability to male parents helps to create some balance here.
4. The dreaded ‘N’. Negotiation: Research highlights that women are often less likely to partake in negotiation conversations about promotions or salary increases. Providing coaching to encourage negotiation skills and probing about salaries and benefits can help. I get that. If you can get it cheaper, why would you want to help women demand more? But in the long term, your business will thank you for it. McKinsey’s ‘Diversity Wins’ report states that “companies whose boards are in the top quartile of gender diversity are 28 percent more likely than their peers to outperform financially”.