Added: Dania Daughtery - Date: 14.02.2022 05:51 - Views: 18793 - Clicks: 8398
One of the biggest challenges women face on their way to the top is that we work and live in a world, culture, and system that is deed for men. Without the proper infrastructure, women are unable to achieve unfettered career success.
This is prevalent all over the world. In the absence of a work environment that prioritizes protecting women from harassment, bullying, and sexism, where laws, rules, and systems are more favorable for men than they are for women, there is little surprise as to why a majority of women find it so challenging to make it to the top. The tenor of most work environments underscores a dichotomy of opportunities and ensuing success between men and women.
There is dire need to build on-ramps to the highway of economic opportunity for women.
Just as a rising tide lifts all boats, a virtuous cycle that encourages women to participate in our economy will in turn present them as leaders in their families, communities. These champions have fought long and hard for equality, and they continue the fight today.
We are capable of achieving so much more when we fight for what we believe in.
Women have enormous power. We are voters.
We are consumers. With this power, we can exert real pressure to push for a change in course for issues we care about. Yes, personal choices are often influenced by social binds, peer pressure, and familial expectations. But most career women who cite powerful reasons to opt out could be retained if the infrastructure were more favorable.
The US Census Bureau considers the mother to be the deated parent, even if both parents are present in the home. Getting women to the top will require effort from all sides.
Once we have mastered our internal challenges, organizations need to deploy systems and policies to facilitate in navigating a system deed for men. And for that, we will need to raise our concerns and ensure they are being addressed. You can play an important role in this by ing staff networks and affinity groups that push for such changes. Sometimes all it takes is creating awareness. We cannot change what we are not aware of.
Talking about challenges can transform minds, and this can be achieved through active campaigning. Organizational policies need to reflect gender parity, too. From recruitment to talent management, appraisal to compensation, management needs to revisit all policies and systems for their organization to check for overt and covert bias. Staff members need training on conscious and unconscious biasand every decision needs to be informed by a structured due diligence process.
Corporate leaders need to hold their managers able for diversity decisions, while discouraging stereotypes that influence those decisions. HR professionals should identify rising female talent throughout the organization and track their career paths and accomplishments. What's more, a company should implement steps to develop this female talent.
They need access to informal networks, influential mentors, and stretch asments.
Soliciting feedback is a critical part of this development process so that management can identify and address any subtle filters. Women should be offered flexi-time, job-sharing opportunities, and work-from-home options as much as possible. Men should also have access to similar choices. Organizations can evaluate the aforementioned options to ensure they retain talented mothers during their child-rearing years.
Organizations should additionally try to incorporate onsite childcare facilities wherever possible. This might not be easy to implement, but many companies have successfully done so already. Moreover, studies indicate that employee performance is higher and absenteeism lower among employees using onsite versus offsite childcare. Employees feel valued and work harder to exceed expectations. Onsite childcare helps reduce tardiness and stress, while alleviating separation anxiety.
Plus, children in the workplace can add much-needed energy and help employees be more mindful of aggressive, disruptive conflicts. In many cultures, there is not much concept of parental leave for fathers. Even in developed countries, statistics evidence that men do not fully take advantage of this leave.
By encouraging fathers to take full advantage of parental leave, some of the responsibilities that have been single-handedly undertaken by women for so long can be divided. Even if you are not part of decision- or policy-making in your organization, you can still play a ificant role in outlining an agenda which champions the aforementioned policy recommendations. Hira Ali is a leadership trainer, motivational speaker, writer, executive career coach and d NLP practitioner. Ellevate Network is a community of professional women committed to helping each other succeed.
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Women in the Workplace: Why Women Make Great Leaders & How to Retain Them