I think a lot about how women make workplaces better, as well as the opportunities and challenges women face. When consulting with individuals and organizations about management challenges, I try to balance organizational, systemic solutions with empowering individuals to take ownership of their situations. Focusing only on organizational solutions robs individuals of their power and initiative, but expecting individuals to fight systemic issues alone defers responsibility from business owners and leaders. The Women of Influence special issue presents a unique venue to consider how organizations can support women at work, as well as how individual women can have a positive influence on their workplaces.
Equal pay
High-achieving women want to work where they are paid well for delivering top-quality results. Employers are more likely to attract top female candidates when they offer wages that are fair along all forms of compensation (base pay, overtime, bonuses, benefits and any other perks).
Organizations can make pay equity a priority, review pay regularly to ensure fairness and take steps to make pay more transparent. Organizations can also develop pay bands, make bonus targets more visible and communicate steps taken to ensure pay equity.
Women can ask for that raise. The job market changes quickly, so keep an eye on job postings that require qualifications similar to yours. Consult sources such as PayScale.com or Salary.com to assess your pay against comparable roles. Educate yourself about pay (remember that organizations cannot forbid the discussion of pay at work), and if you suspect that your compensation doesn't align with your results or your qualifications, go ahead and request an increase.
Equally divide helping tasks
It's well-documented that women do more office housework and other helping tasks such as taking notes, making coffee, ordering food and planning office parties. Such work usually goes unrewarded.
Organizations can strive to create a culture of helping. If having coffee available during the day is important, then figure out how to get it done fairly. Distribute helping tasks equally on a rotational basis, create committees, use a lottery system or ask for (and reward) volunteer behavior.
Women can continue to be gracious while using the extra work as potential leverage. "Sure, I'll plan the party this time, and next time I think this would make a great stretch assignment for David and the sales team," or "These extra hours show my dedication and are worthy of consideration at my next salary review." Women can also get more leverage by helping to come up with a more fair and equitable solution for the company.
Offer flexible work and benefits
Many women in the workforce today are raising children while simultaneously caring for aging parents. Employers that offer flexible work arrangements and benefits will attract a broader and more diverse workforce.
Organizations can offer any feasible solutions including remote work, compressed work weeks, flexible hours, self-scheduling or job sharing. Benefits should include a variety of options that meet the diverse needs of employees; those with young families may be interested in child care while others might be interested in long-term care as they age.
Women can remember it doesn't hurt to ask. When our children were younger my husband's job required him to travel frequently, putting me on day care pickup and drop-off duty most days. I dreamed of working 10 fewer hours per week just to take the pressure off. Finally, I got up the courage to ask my boss, bringing with me a proposed solution for how the arrangement would work. By helping to work out the details, my employer was receptive and we negotiated an arrangement.
Provide opportunities for growth
Education, training, mentorship and promotion opportunities are critical for retaining women in the workplace. These opportunities help women to enrich their experience and advance their careers.
Organizations can be creative in offering educational opportunities. Consider options such as in-house training, tuition reimbursement, professional development grants, conference attendance, mentoring or other creative solutions. Organizations would also be well-served to review promotional data to ensure equal opportunity to advancement and upward mobility.
Women can build a business case for what training they seek and how it will benefit the business. Most organizations, even those without an in-house investment in training, will support educational opportunities for employees that have a return on investment. Help your boss see the ROI for sponsoring even a portion of the cost. Many women could also be bolder in seeking promotions. Men will apply to a promotional job even if they meet few of the criteria, but many women feel they must meet all criteria before applying. Don't hesitate to raise your hand when opportunity presents itself.
By focusing on systemic solutions, organizations can create a culture where all employees can reach their potential. By taking the initiative to ask for what they want, women can use their influence to create better workplaces.
