Leadership roles for women still an uphill battle
Companies ignoring the goals and aspirations of women do so at their own peril.
It’s no secret that women have been and continue to have roadblocks put in front of them as they aspire to leadership roles within their organizations. The Society for Human Resources Management (SHRM)’s new report, “Women in Leadership: Unequal Access on the Journey to the Top,” shows that generally, women become increasingly disillusioned about equal access as they move up the corporate ladder. Men, on the other hand, are more likely to feel included and taken seriously.
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“As we approach International Women’s Day on March 8, it’s important to emphasize that organizations with a higher proportion of women in leadership positions experience improved business outcomes, including greater innovation and productivity,” said SHRM Chief of Staff and Head of Government Affairs Emily M. Dickens. “Yet women are still underrepresented in the C-suite. In a climate where it’s harder than ever to source and retain talent, it’s imperative that business leaders take a closer look at the gender gaps that exist across their organizations to see that every employee has the opportunity to realize their full potential.”
Specifically, the survey shows that 55% of female managers are more likely than their male counterparts (42%) to aspire to a higher-level role because they want more responsibilities. Also, while men and women share their goals and aspirations with their managers, women are less likely to say that their managers act in ways that support those goals. For example, 61% of women say their managers encourage them to grow their careers while 71% of men say the same thing.
Companies ignoring the goals and aspirations of women do so at their own peril – especially women of color. The survey says that female managers are more than five times likely (21%) than their white female peers (4%) to say they quit after being overlooked for a leadership role. Women also feel less included even as they rise through the ranks. According to the report 65% of white female managers and 57% of female managers of color are less likely to feel included in key networks of their organization.
Even the pandemic has shown some of the cracks in the system. Female managers with caregiving duties (35%) are more likely to have experienced a pandemic-related career setback than their male peers (26%).
What can employers do about this?
- Create a diversity, equity and inclusion (DEI) strategy for their leadership pipeline
- Track and examine DEI metrics to identify gaps in the pipeline
- Find hidden biases, provide training, and eliminate unconscious biases
- Create a more inclusive workplace culture
- Consider implementing “returnship” programs for women who may have left the workplace during the pandemic but are considering a return
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