International Women’s Day is the biggest employee engagement day of the year and provides employers with a meaningful opportunity to expand their efforts to recruit and retain valuable talent year-round with an inclusive workplace.
The theme of this year’s International Women’s Day — celebrated on March 8 — is #EmbraceEquity. It’s important to understand that, although used interchangeably, “equity” and “equality” are different concepts that point to not just providing equal opportunities, but providing the right opportunities tailored for each employee focused on equal outcomes.
There’s a retention crisis underway
Working women were disproportionately affected by the pandemic, with many of them dedicating an average of 20 hours per week to housework and caring for children and elderly relatives in 2020. As a result, many women quit their jobs during the pandemic, but employers who adapted job responsibilities and expectations — perhaps in a more personalized way than before — were able to retain female workers.
Now, a recent study by McKinsey & Company in partnership with LeanIn.Org, shows that women continue to leave jobs — particularly leadership roles — due to biases and barriers that inhibit their professional growth.
And it’s not just seasoned female leaders who are walking. The Women in the Workplace 2022 report shows that, empowered by their observations of women leaders leaving non-inclusive workplaces, young women are prepared to leave, too. This trend is dubbed by McKinsey “The Great Breakup.”
Create a truly inclusive workplace for women
So, how can you embrace the powerful intention behind International Women’s Day year-round at your company? By focusing on specific initiatives instead of superficial celebrations, your company can be known as a champion of a truly inclusive workplace where women thrive.
Foster and promote female talent
Women make up 47% of the labor force in the United States, but only 40.9% of managers are female, and men continue to hold more than 90% of C-level positions, according to research conducted in 2021. Obviously, there is work to do to increase representation of women leadership roles, which ultimately, helps reduce the gender pay gap.
Nurture mentorship programs
Mentors can play a powerful role in helping young women gain confidence and build professional skills that can set them on a path for promotion within your organization.
Be an ally
Allyship is critical to creating an inclusive workplace where everyone feels valued. Being an ally means that even if you’re not part of an underrepresented group, you stand with your colleagues who are by listening and providing support.
Offer flexible work arrangements
As noted earlier in this article, many women have a “second job” of caretaking and housework. By tailoring a work schedule that may be fully-remote or hybrid on a case-by-case basis, you are providing true equity in your workplace.
Embrace pay transparency and work toward reducing the gender pay gap
Even if pay transparency isn’t yet a legal requirement for your company because of its location or size, it’s an important step towards ensuring fair pay for women and reducing the gender pay gap.
Support women’s healthcare
Women have specific healthcare needs that should be met through your benefits package including maternity care, family leave, behavioral health, and support for caregivers.
Celebrate the work and achievements of women
Recognition of a job well done is a powerful reward for any employee, and by highlighting the professional success of your female employees, you are helping to inspire other women.
Encourage women-powered ERGs
Employee Resource Groups (ERGs) are a powerful conduit for connecting people from underrepresented groups with each other and with allies.
Use data to track progress
If your company doesn’t have historical data on the makeup of your workforce, you can set benchmarks now that can help you track your progress of including women at all levels throughout your organization.
Use inclusive language in your job postings
It’s proven that women are more hesitant than men to apply for jobs if they don’t meet all the criteria listed. Scan your job postings to make sure your language is inclusive, and encourage people from all backgrounds to apply, even if they don’t check all the boxes.
For great jobs or great candidates, contact us!
