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21
Mar

Rise & Lead: How Women Can Break the Glass Ceiling

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Blog > Rise & Lead: How Women Can Break the Glass Ceiling

Written by Hulya Kurt, SSBM Geneva Professor and a member of Advisory Board.

Glass Ceiling

Companies prioritizing gender equality tend to perform better, offer more effective solutions, benefit from varied perspectives, and foster innovation. Despite these advantages, the well-known glass ceiling stifles women’s advancement, notably in leadership and board roles. As a result, women in these positions are accountable for supporting and encouraging other women in their organizations.

I frequently hear that leadership roles are in short supply, resulting in fierce competition in which just one woman is chosen. Because these jobs are so important, many female leaders hesitate to promote, assist, or sponsor one another. However, sisterhood is crucial; only women can genuinely appreciate other women’s difficulties. Promoting someone else does not undermine our achievements; it opens chances for everyone.

Here are some ways women can help each other move forward collectively:

1. Walk the talk – lead by example

Advocating for equal pay, opportunity, and advancement is the best way to embrace workplace diversity, inclusiveness, and equity. We must also foster respect through language, behavior, and equality throughout meetings. As women, we must set the tone for collaboration by demonstrating confidence and assertiveness while remaining polite.

  • Encourage women to share their achievements and incentives.
  • Model inclusive leadership.
  • Address any biases inside your workplace. It might be during employment, a meeting, or another environment. The more you talk about it, the more you raise awareness, and change comes from understanding your biases.

2. Mentor and sponsor other women

Mentorship and sponsorship play a vital role in boosting women’s careers. While mentorship is viewed as guidance, sponsorship takes it further by pushing for women’s career advancement, promotion to a higher position, or taking on extra duties. It’s about suggesting women for open positions.

  • Provide mentorship for women in various job fields.
  • Use your influential position to recommend other women
  • Create a safe circle for women to share and encourage one another. It could be in your organization or outside.

Remember that you walk the talk.  Giving back is incredibly fulfilling, and assisting one woman in the next step demonstrates your commitment.

3. Work on Unconscious Bias

Unconscious prejudice affects the entire organization, from hiring to day-to-day operations. As leaders, whether men or women, you must identify, emphasize, and confront these biases. As stated, Humans are unaware of their preconceptions, language, and prejudices.

  • Educate employees about the influence of unconscious prejudice on workplace culture and interactions. As a Leader of Thomson Reuters’ worldwide Diversity and Inclusion Steering Community, I led numerous trainings on unconscious bias across all levels and departments. As a result, people better understood how they behaved and thought, which helped to change the working environment and opportunities for women.
  • Review and organize diverse hiring panels to prevent bias during recruiting.
  • Promote work-life balance, often known as harmony. Allow employees to work flexible hours, take parental leave, and do whatever else is necessary to live a more balanced life.

4. Involve men allies

Gender equality at all levels is a community issue, not just for women. Within organizations and communities, there are both men and women. To promote equality, we need men’s support. Side by side, we can grow in harmony.

  • Involve men in workplace talks and forums regarding gender equality
  • Raise awareness by sharing your challenges.
  • Encourage men to sponsor and mentor women in the workplace.

When men and women work in harmony, respect and listen to one another, and exhibit compassion and a desire to change the status quo, the workplace becomes a terrific place to work.

5. Zero Tolerance for discrimination and harassment

A genuinely egalitarian workplace must be free of bullying, discrimination, and undermining capabilities. A strong female leader will ensure that the workplace is a safe one.

  • Create an explicit policy against gender discrimination with HR and the executive team.
  • Create a secure space for women to express their concerns without being labeled.
  • Integrity is key. Be an outspoken role model when it comes to dealing with harassment.

6. Measure and track progress

Whatever is measured gets done. Accountability is critical for transformation. Implementing processes is excellent, but you will not know where you stand without verifying and monitoring. It will also demonstrate that your policies and working environment are having an impact, which is cause for celebration.

  • Collect data on leadership positions.
  • Adjust salary disparities accordingly.
  • Ask employees how they feel at work. Learn about the trends and form Employee Resource Groups to successfully engage people in creating an inclusive workplace.

In short:

Championing as a leader entails bringing about long-term change for existing women and their female successors. You must pave the route for them, and they will, in turn, strengthen it. It demands complete dedication, vocalization, sponsorship and mentorship, advocacy, and courage.

Genuine inclusivity benefits everyone, including the business and the community, by encouraging innovation, improving performance, and creating a work climate where everyone can thrive and be appreciated.

It’s not a luxury, it’s a need.