3 leaders share ways to support women in the workplace

March 8, 2024 1:09 PM

Group of seated employees listening to female employee who is smiling, leaning on desk

International Women's Day is a great time for employers to think about how they can help this population succeed in the workplace all year long.

Though women make up over half of the U.S. workforce and many strides have been made over the past few decades in the name of equality, issues such as the gender wage gap, disparity in promotions and bias against mothers still persist, according to career coaching platform BetterUp. Yet many actionable solutions are free — and come with a big payoff, says Vicki Salemi, a career expert at Monster.

"An important way to support women in the workplace involves providing clarity for opportunities and equal opportunity for a seat at the table," Salemi says. "Feeling seen, heard, recognized, and valued is important, [and] doesn't cost the employer a dime."

For inspiration on what can keep moving the needle, three women at the top of their professional game share areas of essential support, like pay equity, empowerment and career advocates. For employers who prioritize equal opportunity in the workplace, here is what these experts recommend.

Jyl Feliciano — Global vice president of diversity, equity, inclusion and belonging at sales enablement solution Highspot

"Women have diverse needs crucial for their success in the workplace," says Feliciano. "The most impactful action a workplace can take is to intentionally create spaces that empower women to amplify their voices."

What does this look like? Women should actively participate in critical business decisions, therefore helping to prevent gender inequalities, Feliciano says. Additionally, using data and predictive analytics that details the comprehensive experience of women across their employee journey, and forecasts future opportunities can be valuable, too.

"This strategy is transformative because it empowers organizations to make data-driven decisions that simulate the potential impact on women or any employee group, considering intersectionality," she says. "By doing so, it helps avoid outcomes that could harm the long-term productivity, engagement, and retention of women within the workplace."

Read more:

71% of men think they're paid the same as women (They're not)

Nikki Festa O'Brien — CEO of brand marketing and communications company Greenough Communications

Festa O'Brien's belief in the importance of strong career advocates was inspired by a study which found that although women and men participate equally in professional group settings, when a man contributed, he often passed the "baton" to another man. Advising women to speak up has been part of her philosophy since.

"My advice to women navigating the professional landscape is this: Seek not only mentors, but sponsors who will actively advocate for your growth, development and success," she says. "Be relentless in your pursuit of supportive figures who will champion your journey. Moreover, extend this sponsorship mindset to those in your charge, fostering an environment of mutual support and empowerment. Together, let us uplift one another."

Read more:

Ask for that promotion: 11 of employees biggest career regrets

Vicki Salemi — career expert at job platform Monster

The wage gap between men and women has remained relatively consistent for the past two decades, according to Pew Research Center, with women now earning 82% of what men earn as of 2022. Adopting pay transparency policies and offering child care and caregiver support and benefits are some ways employers can balance the scales, and at any organization, pay equity should be the norm.

"It's not a "nice to have" element of the job — it's a quintessential need to have," Salemi says. "Pay equity is a win for everyone: Employees and businesses and on a macro level, society."

Career progression is also an essential part of women's success, and should be embedded in an organization's culture with both broad and individual approaches, Salemi says. She recommends professional paths with accompanying pay ranges and professional development opportunities be listed on the company's intranet site, as well as a consistent career planning meetings between management and employees.

"This well-defined career progression plan should have key metrics and skill sets to achieve, with resources to support the employee on how to attain them," Salemi says. "This transparent and frequent communication implies, 'We see your potential for the long-term, you have a bright future here, we're invested in you, and here are a few ways to support you in getting there.'"