Leadership opportunities in the workplace are scarce for many — especially women. Thankfully, the majority of CEOs are placing their focus on equality in their organizations, according to the Women in the Workplace 2016 study of 132 companies.
Despite the efforts of some leaders, big movements in gender equality are not being seen. The study showed women are still highly underrepresented — most dramatically in the C-Suite level where only 19 percent are women.
These numbers align with what MedReps found in the 4th Annual MedReps.com Salary Report. In the survey of over 3,000 medical sales professionals, only 14 percent of management, director and VP job titles were held by women.
In order to see progress in closing the gender equality gap, leadership must take a more proactive role in developing and engaging with women in the workplace. Here are three ways to traverse the equality journey and actually see a difference:
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Start a mentoring system
Most of us have faced personal career challenges, and the triumphs of overcoming those struggles aren’t benefiting anyone if they’re not shared. Rather than letting employees find their own way, set up a system for women to find mentors with a similar career path or goals.
Find employees at every level in your company who are willing to team up with current co-workers or new hires. Let everyone know the goal is to learn from each other’s experiences and successes. Set aside brief times once a week where employees can meet with their mentors to discuss goals, challenges, and even celebrate growth.
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Promote group bonding
Cliques aren’t relegated to the hallways of your old high school — they’re in the workplace too. Allowing employees to bond as a team and break through barriers will promote healthier co-worker relationships and growth opportunities.
Give each department time to mingle with other co-workers that they ordinarily don’t have the chance to chat with. Make sure managers and executives meet entry-level employees — they just might have something in common.
Creating a comfortable social setting that encourages more casual and personal interaction, like a company happy hour or even a softball team, will help employees get to know each other on a new level. These relationships can expose all employees, but especially women, to new areas of interest in the company and will foster networking and mobility throughout the organization.
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Create female talent networks
Companies that have turned their focus to gender equality in the workplace are starting female talent networks. For example, Medtronic has created a community that focuses on professional development, networking, and talent development specifically for women throughout the entire company.
Believe it or not, the key to having a successful female talent network is having both males and females involved in the process. Men and women alike have the power to inspire and motivate women to grow to new heights in their careers — it’s important to encourage everyone to bring these ideas to the table. Gather a group of team members to begin brainstorming how a female talent network might benefit your company.
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Discuss expectations with all employees
Sometimes leaders tend to forget about checking in with their entry-level employees. It’s easy to remember to discuss expectations with your sales team, who have goals aligned for them each month, but what about the rest of the team? The previously mentioned Women in the Workplace study found women in entry-level positions face the largest barriers in advancement.
In order to have equality in the workplace, it’s necessary to check in with all employees to discuss expectations. Use frequent one-on-one meetings to help each employee understand where they stand with their goals, what they should continue doing well, and where improvement is needed.
One-on-ones are also a great opportunity for employees to express their concerns and expectations to management. How is your administrative assistant doing? Does she have hopes on moving into another position one day? How does she get there?
No matter where an employee stands on the company ladder, they should have opportunities to be part of important company developments and training. Giving all employees the chance to understand what they need to do in order to progress in their job is a giant step towards workplace equality.
What steps are you taking to close the gap in workplace inequality? Let us know in the comments below!
