Across the world, more women are now joining the workforce and paving a path for other women. Many women are also taking up leadership roles in organizations and making significant progress from how things used to be. That is not to say that the glass ceiling doesn’t exist anymore. If anything, the glass ceiling is perhaps slightly thinner but still quite prevalent in most organizations.
Thankfully, the conversation about this glass ceiling has gained enough momentum to cause some real change. Women are now significantly more aware of the disparity and prejudice that exists for them. They’re also working actively to fix these problems and reclaim the space that rightfully belongs to them. They’re more committed and confident about themselves, and this unwavering confidence is what will change the world.
When it comes to making the workplace more conducive for women, women in power need to play their part. If you’re a woman who has managed to shatter the glass ceiling, you owe it to the others in your tribe to make some lasting systemic changes.
Are you wondering how you can make a real difference while being in a position of power? Here are some things you can do to help other women.
Fix the Pay Gap
Did you know? In 2022, women in the US still earn 17% less than men. The wage gap is just one indicator of the disparity between men and women. If you’ve managed to occupy a leadership role, you should actively try to fix the pay gap in your organization. Here are some things you can do to improve this situation:
- Understand why the pay difference exists and fix the underlying cause.
- Keep your employees in the loop.
- Give women their due share.
Improve Male-Female Ratio
A great way to make the workspace more female-friendly is by improving the male-female ratio in your organization. The more balanced your workforce is, the less alienated your female employees will feel.
Additionally, when the balance of genders is restored, the workplace environment becomes friendlier and more open to embracing all kinds of people. This way, the office can become a safe space for all your employees, regardless of gender.
Add a Daycare Facility
Many working mothers suffer from crippling mom guilt as they’re forced to choose between working and caring for their children. Many of these women also opt for career breaks and give up on their careers altogether.
As a woman in a position of power, you can make a major difference for such women. Simply start by adding a well-maintained daycare facility in the office premises so that your female employees with children feel more included and don’t have to face the dilemma of leaving their children behind.
Support Women’s Ideas
As a woman who occupies a powerful position in an organization and can influence others, you should always try to support other women. In this case, make sure to find ones that are driven and intelligent and can go forward in their career.
You can support them by pushing their ideas forward and making sure that those ideas are brought to fruition. If you find that women are not coming forward with their ideas, try to create a safe space for them to be more vocal.
Bring More Women into Leadership Roles
The path to making your organization more inclusive begins by bringing more women into leadership roles. If you’ve occupied a space in the C-suite, you can help other women get in and make a real difference from the inside. However, when promoting other women to leadership roles, make sure to do it on merit and gauge beforehand whether the person is qualified.
Introduce Female Mentorship
Mentors can make a lot of difference in the workspace. They can guide others and help their protégées navigate the corporate landscape. In this case, female mentoring programs can truly help female employees.
You can start a female mentorship program where you can connect your female employees with other powerful women who can help them. You can also take some of these employees under your own wing and groom them to take up leadership roles in your organization.
Consider Revising HR Policies
HR policies are often biased towards women as they don’t consider the extra responsibilities a woman has to shoulder. When you control your organizational decisions, you should look at your company’s HR policies. Try to add ones that make your workplace better for women.
You can do this by revising the maternity leave policy and giving the option of an added sabbatical. You can also add a leaves policy for women suffering from severe PMS and menstrual pain.
