Make Your Voice Heard at the Workplace
There is no doubt that workplace scenarios have changed for the better in recent times, but there are challenges that still need to be addressed. Discussions on workplace toxicity, gender disparity, and male optimization are openly done now, majorly because companies cannot deny the importance of women in the workplace, and it’s time they start to invest in them. Women have to work twice as hard as their male counterparts to prove their worth and still fall short of the unreasonable expectations that are put on them. Women are still undervalued, not given preference despite having the same qualifications, and passed over for promotions over more vocal male colleagues. Therefore, creating equal opportunities in the workplace is the need of the hour.
Despite the challenges of COVID-19, women’s representation improved across all levels of the corporate pipeline during the pandemic. But persistent gaps still exist, and one of the glaring examples of ostracization when it comes to women workers is promotions, which happen for them at a slower rate than for their male counterparts. According to a study, a mere 86 women are promoted to managerial positions for every 100 men at the same level. The situation seems grimmer in technical roles, with only 52 women promoted to said roles for every 100 men. Moreover, women of color lose ground in representation at every level, accounting for only 4 percent of C-suite leaders. Â
As a first step, women can focus more on numbers to make their voices loud and clear. The #MeToo movement brought about a revolution for further talks about power imbalance and equitable treatment in the workplace for women. To take this a notch higher, women also need to support each other and empower them to stand up against any injustice. Openly speaking about your experiences – be it failures, successes, aspirations, and setbacks – will help in curbing the external pressure to silently endure whatever is happening at the workplace. Alongside, men can prevent characterizations and perceptions that are stereotypical of women by ensuring that they leave their personal biases at the door.Â
Further, it is not just up to women to take care of themselves in the workplace. A female worker’s day-to-day experiences are mostly shaped by their interactions with managers and colleagues who are male, which means that deep cultural change is possible only if all employees are empowered to be part of the solution. Efforts should be made to understand the barriers that women face, particularly those with marginalized identities, and bring in more inclusive work culture. Companies can promote awareness by bringing in thought-provoking speakers and encouraging employees to openly share their experiences and ideas to promote diversity. Â
A raging pandemic notwithstanding, women have made significant strides in representation, especially in senior leadership roles. At the same time, many organizations are taking time to understand what they can do to improve gender equality within the workplace. Initiatives like pay transparency, providing more frequent feedback, and promoting a work-life balance are linked to creating a more equitable work environment. Although there are no quick fixes to these challenges, there are steps companies can take to start the process. Companies need to ensure women do not feel burned out besides recognizing and rewarding those who are driving progress. Women need to feel valued to contribute significantly to the workplace. Â
A print and digital magazine for businesswomen focusing on leadership, business, and entrepreneurship that made its debut in 2017 has WomELLE Magazine.
