How to empower women and promote equality in the workplace
The lack of representation of women in leadership positions and disparities in pay are no longer acceptable.
In the workplace, there is still work that we as leaders must do to help women achieve true gender equity.
As organizations make efforts towards more diverse and inclusive environments, recent data from Aquent’s 2024 Salary Guide reveals women in creative, marketing and design roles continue to earn only 90% of what their male counterparts do. Factors like microaggressions, remote work biases, and disparate career progression are some of the root causes of this gap.
In the workplace, women experience microaggressions at a significantly higher rate than men. For instance, according to a recent McKinsey report, women are twice as likely to be mistaken for someone junior and endure remarks on their emotional state. These behaviors can contribute to a toxic culture: in fact, the McKinsey report found that 78% of women who face microaggressions self-shield at work or adjust the way they look or act to protect themselves. Women of color are often affected even more acutely. Microaggressions affect more than female employees’ morale – they devalue the entire work environment. Without equity and training to prevent these behaviors, employees burn out or leave their jobs and the entire culture loses out as a result.
Following the pandemic, remote work has become a permanent part of how businesses operate, with more than a third of Americans working entirely from home. Women in particular have embraced this change, with 41% of women choosing to work remotely compared to 28% of male workers. Yet, certain old biases around remote work – such as lower productivity and lack of commitment to a role – which have been debunked, persist in some cases. In fact, remote workers were recently found to be 31% less likely to be promoted than those in traditional office settings. Choosing better options for themselves and their families should not reduce any employee’s opportunities for career advancement, regardless of gender.
Related: Women doubt progress on pay, promotions: Study reveals gender gap in perception
For organizations to achieve pay equality, they must acknowledge that women bear the burden of these biases and systemic barriers that hinder their careers. Employers can slowly bridge the inequality gap by embracing flexible work arrangements and promoting an inclusive workplace. Through allyship, sponsorship and mentorship, organizations can foster a workplace culture that promotes awareness and an understanding of gender-based reputational implications.
Even after the DEI surge of 2020, inspired in part by the Black Lives Matter movement, the World Economic Forum found that only 38% of companies have at least 30% of their board positions filled by women, and a 2023 Private Equity International study found that almost half of private equity firms have no female members. Restructuring promotional strategies for more remote workers to be considered and other efforts like pay transparency and performance evaluations that don’t factor in work location reduces some of these biases. To break down these systemic barriers, we must create an environment for everyone, regardless of gender, to have the chance to be successful.
We must remain committed to building a more equitable workforce as the workforce evolves. The lack of representation of women in leadership positions and disparities in pay are no longer acceptable. Companies must take steps toward mitigating these disparities. By restructuring workplace policies that embrace remote work and fostering an inclusive environment, we can empower women to fully succeed in both their professional and personal lives without sacrifice or compromise.
Rohshann Pilla is the President of Aquent Talent, a leader in talent and recruiting for marketing, creative, and design. She leads a team in developing innovative talent delivery solutions for Fortune 100 clients that help propel the business forward.