Women in Leadership and Gender Equality have become hot topics over the last few years, with more Fortune 500 companies seeing the financial benefits from having more women in leadership roles.
Ask yourself this question – If women in leadership and gender equality were not important topics, why have women been fighting for equality for centuries?
They have fought to be seen as equals in the workforce, to be considered more than personal assistants, receptionists, or secretaries, and to be able to make the big decisions that influence the direction and success of the organisations they work for.
There are still some people today who either think, women already have equality or are simply not entitled to equality. A quick look around the world will confirm this to be fact, where women in some countries are still viewed as second class citizens, or worse still, property!
Women are still underrepresented in leadership roles, professional women are often not respected as much as their male counterparts, and women in business have a harder time getting funding than men.
In this article we will look at 5 ways to increase women in leadership roles and gender equality in the workplace:
1. Engage the top executives and C-level leaders
The C-level executives are one of the most influential groups in the workplace. It is important to engage them in order to promote gender equality and women’s empowerment.
Some organisations have already taken steps to do this by establishing women’s networks and mentoring programmes for female managers. These initiatives have been shown to increase retention rates for female employees and create a more diverse workforce.
2. Provide Mentorship Programmes
The mentorship programme is a process where a successful person shares their knowledge, skills and experience with another person who is less experienced. This process can be done in-person or remotely through phone and video chats. The main goal of this programme is to ensure that the less experienced person learns from the more experienced one, and that they have access to opportunities that they wouldn’t have had without the mentor’s help.
Mentorship programmes are an effective way to accelerate the career of women in leadership. The mentorship programme for women in leadership has been proven to be very valuable for women who are looking to climb up the corporate ladder.
When it comes to professional development, mentoring has been shown time and time again as being one of the most effective ways for people who are new or just starting out to get ahead. It’s been found to make a significant difference in the lives of mentees, helping them discover and develop their talent and potential.
3. Eliminate Double Standards
The workplace has been a traditional domain for men, with women often being seen as less competent and less committed to the job. This is because of the long-standing double standards in the workplace. Women are expected to be more caring and nurturing while at work, while men are expected to be strong and assertive.
Women in leadership positions have to deal with different challenges than their male counterparts. They have to prove themselves more often, they are held to higher standards, they are expected to show a greater commitment than their male counterparts and they have a greater difficulty balancing work and family life.
4. Clean Up the Language
The language used in the workplace is important. The way that men and women talk to each other can have a significant impact on their attitudes. For example, a man might be more likely to call a woman ‘sweetheart’ than ‘mate’. In this way, the language we use in the workplace can affect how we think about women and how they are perceived by others.
In order to change this attitude, there needs to be a shift in the language we use at work. This shift will make it more difficult for anyone with negative attitudes towards women to justify their thoughts or actions.
The language we use in the workplace also has a huge impact on how we perceive people. For example, words like “he” or “man” are often used to refer to both men and women. When women are not included in the conversation, it can make them feel excluded, underrepresented and less empowered.
5. Maintain a Diverse Workforce
A diverse workforce is a workforce that includes people from different cultures, races, genders, sexual orientations, and abilities.
A diverse workforce is important for many reasons. It can lead to better decision-making and creativity. Diverse teams are also more likely to produce higher-quality work than homogeneous groups because they bring in different perspectives and knowledge.
Companies should not only focus on hiring diverse employees but also take care of them once they are hired. They need to make sure that the company culture is inclusive and that managers are supportive of their employees’ needs. And lastly, companies should provide diversity training for their employees so they can create an environment where all types of people feel welcome and valued.
Sarah Jones Coaching, Leadership Coaching and Women in Leadership.
Sarah has personally overcome many challenges women face as they progress their careers on the path to becoming leaders. With over 25 years working in leadership positions within global organisations, Sarah is perfectly placed to coach and prepare women for leadership roles.
If you are an aspiring female leader of the future, an experienced female leader or an organisation interested in dramatically increasing the prospects of your female employees becoming successful leaders, then please contact Sarah who can help you achieve your goals.
The first step on your path to success starts with a free, confidential, 30-minute consultation with Sarah, so don’t delay and book today.