5 Ways Working Women Can Help Each Other (And Ourselves)

In many ways, the professional world my daughter will inherit when she enters the workforce in a few short years looks vastly different than it did when I graduated from college. More than half (54 percent) of employed women in the U.S. today are their family’s primary breadwinners.[1] Millennial women are also more educated than their male counterparts.[2] And many are using entrepreneurship to write their own rules, with the number of female-owned businesses surging nearly 3,000 percent since 1972.[3] Long gone is the social stigma of capable young women who choose to keep working after having kids.?And good riddance. Such progress is a testament to the advocates (both male and female) who have helped raise the bar for workplace equality.

To suggest that we’ve put the gender gap behind us, however, is far from the truth—and a great disservice to the important work left to be done. According to the Institute for Women’s Policy Research (IWPR), female full-time, year-round workers still earn just 82 cents for every dollar earned by their male counterparts, even after accounting for similar work experience and education. If change continues at the pace it has for the past 50 years, it will take 39?more years—or until 2059—for women to finally reach pay parity. Black women will have to wait until 2119 and Hispanic women won’t see equal pay until 2224.

Why it matters: micro and macro.?Smaller paychecks have serious implications for women’s financial security. Lower incomes leave women more financially vulnerable in the event of a divorce or the premature death of their spouse.

And, despite the fact that women tend to be better savers than men and are more likely to join their employer’s retirement plan, they?have far less saved for their own retirement—a function of smaller salaries and shorter job tenures (since many take time off to raise kids or care for aging parents). The average account balance for women participating in a defined contribution plan in 2020 was $107,147 , versus $156,121?for men.[4] A lesser retirement nest egg hits women especially hard, given their longer life expectancies and the higher probability that they may not be able to rely on their spouse for long term care in old age. Females born in 2020?will live to an average age of 86.5 , compared with 82.2?for men, according to government projections.

The gender pay gap has economic consequences, too. The IWPR research found that gender pay equality would cut poverty among working women and their families by more than?40 percent and add $541?billion in wage and salary income to the U.S. economy. [5]

Working women in leadership roles can, and must, be instruments of change. Here are five ways we can help each other—and ourselves:

Lead by example.?There’s much that women in the workplace can do to support each other. For example, you can help foster a culture of inclusiveness by making clear to your colleagues that discriminatory language or actions (of any kind) will not be tolerated. Depending on the size of your office, you may also be able to start a mentoring program, or implement bias training for the entire staff.

Consider, too, becoming a mentor yourself to encourage the professional growth of young women on your team (or externally through business networks.) A good mentor inspires, offers career advice, highlights opportunities for improvement, and makes recommendations for (deserved) promotions. When rooted in mutual respect, the mentor-mentee relationship can be rewarding for all involved.

Another tip? Never apologize for putting your family first. After all, it?is?possible to be committed to both your kids and your career at the same time. When you leave early (on occasion) for your son’s soccer tournament or daughter’s piano recital, you send a message loud and clear that your office values work-life balance, which is a powerful retention tool.

Vote with your resume.??The Civil Rights Act of 1991 prohibits gender discrimination on the job. But let’s be honest. Gender bias still exists. It shows up in hiring practices, interview questions, workplace banter, opportunities for advancement, and even dress codes, for starters. And it’s pervasive. The gender gap is alive and well in the C-suite too.?According to the Center for American Progress, women hold only 19 percent of board seats at??Russell 3000 companies and 8 percent of CEO positions at Fortune 500 firms.[6],[7]

To help move the needle, working women should vote with their resumes. Seek out employers that promote workplace equality and demonstrate it every day. Don’t let discriminatory policies slide. And, if you’re at a company where bias persists, let them know in your exit interview why you’re taking your education and expertise to the competitor.

Know your worth.?News flash: You’ll never earn what you’re worth unless you demand what you deserve. That’s true for all employees, but it’s all the more critical for working women who are chronically underpaid.?Keep current on your value in the job market by connecting with recruiters and consulting online salary data. Be aware that you may be due for a raise if your job responsibilities have grown but your salary hasn’t, you haven’t received more than a cost of living adjustment in several years, or you never negotiated for a higher salary when you received your initial job offer. There may not be money in the budget for a bigger salary at the moment you request it, but you should always ask. And, if the answer is no, find out what you can do to ensure that your name is on the list the next time bonuses or raises are handed out.

Advocate for flexibility.?Flexibility, or a lack thereof, is perhaps the biggest reason women leave the workforce, or level down to a less frenetic career path, after starting a family. But that step back can pack a punch. It not only compromises their immediate household income, but permanently lowers their income potential. In many cases, it also forces women, single moms especially, to take consulting or part-time gigs that pay no benefits. Where possible and where it make sense, women in leadership roles should advocate for flexible schedules, which benefits men, too.?And, if you are lucky enough to have an employer that grants you flexible hours or lets you work from home, be a good ambassador. Stay connected. Carry your weight. And leave the door open for the next gal, or guy.

Lean in.?An important point that bears repeating is that women who aspire to management roles—or higher—must also lean in. If you’re asked to attend an important planning meeting and you know that there are limited chairs at the table (literally), show up early and take your seat. Don’t wait around in the wings.?And when the opportunity to contribute presents itself, be prepared. It takes thought leadership and effort to elevate your job title. Remember, it’s your job to get invited back.

Women have made great strides in eliminating gender bias from the workplace, but we haven’t crossed the finish line yet. Until pay parity is achieved and discriminatory practices are abolished, we can work together to advocate for change and cultivate inclusive work environments. Because when the playing field is fair, we all win.

[1] Prudential, “Financial Wellness census,”

[2] Pew Research Center, “Millennial life: How young adulthood today compares with prior generations,”?Feb. 14, 2019.

[3] American Express, “2018 State of Women-Owned Businesses Report.”

[4] Vanguard, “How America Saves 2021,”?June 2021..

[5] Institute for Women’s Policy Research, “New IWPR Report on the Economic Impact of Equal Pay by State Shows Equal Pay Reduces Poverty for Working Women Across the Country in Every State,” May 11, 2021.

[6] Center for American Progress, “The Women’s Leadership Gap,” November 20, 2018.

[7] Fortune, “The female CEOs on this year’s Fortune 500 just broke three all-time records,” June 2, 2021.