1. Women Are Promoted to Manager Less Often Than Men Are
According to the report, for every 100 men who receive a promotion to manager, only 86 women do. This disparity hurts women’s representation all the way to the top levels of leadership. After all, women can’t “climb the ladder” when the bottom rung is broken. The report urges companies to take concrete steps to make promotions more equitable.
If you’re aiming for a promotion yourself, you can increase your odds by honing your communication style and making sure others are aware of your value, even if you’re working remotely.
2. There’s an ‘Allyship Gap’
While this year’s report found that women are champions of diversity, equity and inclusion, it also identified areas for improvement. For example, 25% of women of color said that mentoring or sponsoring is one of the actions that most conveys meaningful allyship. That compares with 16% of white women.
In my article “Do You Have Mentors or Sponsors?” you can learn about the difference between the two — and why you need both. Want to create more opportunities for others? Check out my list of ways you can help them grow.
3. Burnout Is a Big Problem
Of the women surveyed this year, 42% say they often or almost always feel burned out. For women who manage teams, the crisis is even worse. More than half of women leaders report experiencing burnout.
Again, the report urges companies to do more to support their employees’ well-being amid the added stresses of today’s work environment. If you’re experiencing symptoms of burnout, here are a few ideas for getting out of crisis mode and asking for help.
4. Flexible Schedules Have a Downside
Over the past couple of years, many of us have gained more flexibility in when and where we do our jobs. This can be a real boon for work-life balance, but it can also create its own set of anxieties. According to McKinsey and Lean In: “More than a third of employees feel like they need to be available for work 24/7, and almost half believe they need to work long hours to get ahead.”
If you feel that you must be “always on,” it’s time to re-examine your mindset and boundaries around work. It’s also important to help others understand your schedule.
5. Microaggressions Have a Big Impact
Microaggressions are defined as “the everyday, subtle, intentional — and oftentimes unintentional — interactions or behaviors that communicate some sort of bias toward historically marginalized groups.” Examples of microaggressions that people experience at work include getting interrupted more often than others do or overhearing insults about their culture or people like them.
The report found that all women are more likely to experience microaggressions than men are. But Black women, LGBTQ+ women and women with disabilities experience even more microaggressions than women overall do. Those experiences take a toll. Microaggressions are one way that women experience silencing, which can derail their whole careers.
Investing in Women Pays Off
As the Women in the Workplace 2021 report says, companies “need to create a culture that fully leverages the benefits of diversity—one in which women, and all employees, feel comfortable bringing their unique ideas, perspectives, and experiences to the table. When women are respected and their contributions are valued, they are more likely to be happy in their jobs and to feel connected to their coworkers.”
If your organization is seeking ways to cultivate your women leaders, Newberry Executive Solutions has a full range of products and services that can help, from executive coaching to an award-winning app to books.
