While women are making strides in career progression and growing representation at the highest level of leadership, there is a “broken rung”
holding many of them back from making it past middle management.
Providing research on this roadblock, McKinsey's annual report on the state of women in the workplace serves as a critical barometer for
workplace equality and gender representation. This comprehensive report delves into various aspects of women's roles and the levels of
equality they experience in professional environments. However, it is important to note that when looking at women’s experiences in the
workplace, we must look at it through the lens of intersectionality. Different groups of women, including white women, women of color,
disabled women, and members of the LGBTQ+ community, have different experiences that are greatly impacted by their backgrounds. Therefore,
we cannot group them as one if we want a holistic view of the workplace and women’s career progression.
In this article, we will explore the role of women in the workplace, from the rise of women in C-suite roles to the persistent challenges
women face, with a specific focus on how hybrid work has changed these dynamics. We'll dissect the state of gender equality in modern workplaces
based on the data collected and provide actionable steps for greater inclusion.
How Hybrid Work has Impacted Women
Due to the nature of hybrid work models, they provide women with greater work-life balance. For example, they can spend the time saved from
commuting to work to exercise instead, or they can use work-from-home days to watch over their children. Having the flexibility to work from
home when necessary allows women to fulfill their family responsibilities while still working at full capacity. This not only reduces stress
but also feelings of guilt that working parents sometimes feel while attempting to balance work and family.
Many have reported that without the flexibility provided by hybrid work, they would have to reduce their hours at work. This is because women
have a greater burden when it comes to childcare and often have to choose between caring for their children and the progression of their careers.
Hybrid work helps mitigate this by allowing them to work regardless of their personal responsibilities. Additionally, most employees (83% according
to McKinsey), both men and women, have reported being more efficient and productive while working remotely.
As we explained previously, women, especially women of color, often experience microaggressions in the workplace. These hurtful words and actions
hinder their performance and ability to speak out about their opinions and ideas. However, working from home allows them to reclaim a level of
psychological safety because it shields them from these microaggressions on a daily basis. In turn, they are not only happier in their jobs, but
they are also able to work to the best of their abilities.
Steps for Improving Gender Inclusivity in Your Work Place
HR policies cover a whole host of topics regarding how women progress within your organization. From the hiring process to promotions,
these guidelines set a precedent for how women will be treated in the professional environment. Additionally, HR is responsible for
working against discriminatory behavior when it happens and responding firmly.
Considering the psychological impact that microaggressions have, it is important to respond to them head-on. This begins with
pinpointing when they happen, whether intentionally or unintentionally. Then, take action against these behaviors by challenging
the stereotype, promoting empathy, and teaching your employees to separate the intent of their words from the actual impact it has.
More often than not, the intent is not malicious, but the impact is still hurtful. Therefore, teaching your employees that the impact
matters as much or even more than the intent can help mitigate microaggressions in the future.
VENKY