Not just the bright thing to do, but the right thing to do.
Assumptions commonly made about women and their place in the workforce actively undermine their ability to progress in their careers. Some of these assumptions are that women are not as ambitious as men, or those with children are not serious about their careers.
Yet, research shows that women are equally ambitious but not advancing at the same pace as men, whether they have families or not.
Men and women adopt similar career strategies (seeking out mentors and leadership development), but men are more likely to have professional advocates and are more likely to be offered promotions or greater responsibility following leadership development programs.*
*Catalyst, Pipeline’s Broken Promise
“For every 100 men promoted from entry level to manager, 87 women were promoted. For women of colour, falls to 73. As a result of this “broken rung,” women fall behind and can’t catch up.”
Women in the Workplace 2023, McKinsley
Reality: Women are more ambitious than before the pandemic - and flexibility is fueling that ambition.
Reality: Women face their biggest hurdle at the first critical step up to manager. This ‘broken rung’ isthe greatest obstacle women face on the path to senior leadership.
Reality: Microaggressions have a large and lasting impact on women. These comments and actionssignal disrespect, cause acute stress and can negatively impact women’s careers and health.
Reality: Men and women see flexibility as a ‘top 3’ employee benefit and critical to their company’s success.
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Unconscious bias appears as a result of snap judgements we make about people and situations based upon years of subconscious socialisation. They are unintended, subtle, and subconscious associations learned through past experiences, which we are unaware of on a conscious level.
According to Mahzarin Banaji’, the human brain is hard-wired to make quick decisions that draw on a variety of assumptions and experiences without us even knowing it is doing so, meaning that our unconscious predispositions can influence our decision making. Biases are not deliberately or consciously created, but rather “they are products of our brain’s definition of normal, acceptable or positive, and they are shaped by many factors — from past experiences to our cultural environment to the influence of our social community and media around us”.*
*Harvard Public School of Health
Measuring our Bias
*Source: Types and How to Interrupt Catalyst 2020
Bias Amongst Managers
Glass Ceiling for Ethnic Minorities
For leadership positions, applicants with English names received 26.8% of positive responses for their job applications, while applicants with non-English names received 11.3% of positive responses.
For non-leadership positions, applicants with English names received 21.2% of positive responses for their job applications, while applicants with non-English names received 11.6% of positive responses.
*Science Direct Study, 2023
Core factor driving difference in outcomes between women and men, gender norms and societal expectations dictating women’s disproportionate caring responsibilities. Contributes to the gender pay gap.
Gender norms negatively impact men as well 37% of men face discrimination and harassment for working reduced hours
Women are still being paid 14% less than men when it comes to base salaries.
2 in 5 women experience workplace sexual harassment, with rates higher for more vulnerable groups (younger employees, LGBT, racial minorities), and incidents higher in male-dominated industries.
Survey results demonstrate that employees are largely uncomfortable to speak up about or to report exclusionary behaviour. Only one in three confronted the person responsible for the behaviour. Only one in five reported the behaviour to a manager.
Findings also suggest exclusionary behaviour can impact performance and productivity, with 8% of employees taking time off work and 15% avoiding locations where exclusionary behaviour might occur.
Everyday Respect Report, champions of Change