Breaking Barriers: Strategies for Advancing Women's Careers on International Women's Day

This article is co-authored by Dr. Ruby Ababio-Fernandez .

International Women's Day is a powerful reminder of our progress toward gender and racial equality in the workforce and women's ongoing struggles in their professional lives. One of the most pressing issues is the gender/racial disparity in compensation, or the ‘gender pay gap,’ which persists in countries worldwide. According to the National Women’s Law Center, Black women, in particular, earn just 67 cents for every dollar earned by non-Hispanic White men. This wage gap is even wider than the gender pay gap as a whole, and it has serious implications for Black women’s economic security and upward mobility. According to the World Economic Forum, it will take until 2234 for the global gender pay gap to close. This means that even as more women enter the workforce, they will continue to earn less than their male counterparts for the same work.?

Another significant barrier for women in the workforce is the lack of representation in leadership positions. Despite making up half of the global workforce, women hold just 25% of leadership positions. Black women are especially underrepresented in leadership positions, with only four percent of Fortune 500 CEOS being Black women. This lack of representation has a ripple effect, as it means that women's voices and perspectives are not being heard at the highest levels of decision-making.

Discrimination and bias are also significant issues that women face in the workplace. From subtle microaggressions to overt discrimination, these experiences can create a hostile work environment and make it difficult for women to advance in their careers. Additionally, the COVID-19 pandemic has disproportionately affected women in the workforce, with many losing their jobs or being forced to take on additional caregiving responsibilities.

So, what can be done to address these barriers and create a more equitable work culture? Here are a few practical tips and strategies for women looking to advance their careers and for organizations looking to create a more inclusive work culture:

Speak up about the gender pay gap

The gender pay gap is a persistent problem affecting women in the workplace. While many factors contribute to this inequality, one of the most effective ways to address it is for women to speak up about their salaries. If you suspect you are being paid less than your male colleagues for the same job, raising the issue with your employer is imperative. This can be an uncomfortable conversation, but it's essential for creating lasting change. Employers need to be made aware of the problem and understand its equity impact on their workforce.

In addition to individual action, organizations are responsible for addressing the gender pay gap. One way to do this is by conducting regular pay audits to identify any disparities in pay. This can help ensure everyone is paid fairly for their work. Organizations can also evaluate their hiring and promotion practices to ensure they are fair and free from bias and discrimination.?

Create a supportive network

Building a supportive network of other women in your industry can be one of the most valuable professional development and advancement resources. Women in male-dominated fields, in particular, can benefit greatly from the guidance, mentorship, and networking opportunities that come from connecting with other women. One effective way to do this is by joining professional organizations or associations catering to women in your industry. These organizations often offer a range of resources, such as mentorship programs, leadership development opportunities, and workshops on topics such as negotiation skills and career advancement.

Networking events are another effective way to build relationships with other women in your industry. These events can take many forms, such as conferences, seminars, or meet-and-greet sessions. Attending these events can provide a valuable opportunity to meet other professionals in your field, learn from their experiences, and gain insight into industry trends and best practices. Additionally, networking events can help you build relationships with potential mentors, sponsors, and advocates.

Finally, if you cannot find a supportive network in your industry, consider starting your own mentorship program or networking group. This can be done through online platforms, social media, or in-person meetings. Creating a community of like-minded women can provide valuable support and guidance but can also help to foster a culture of inclusion and support within your industry.

Ensure a robust feedback loop

Developing systems and structures for measuring the impact of policies and practices is essential for progress toward gender equity in the workplace. This requires a commitment to ongoing support for improvement, with a willingness to give and receive feedback. Feedback is critical for identifying areas where progress is made, and further support is needed to address challenges.

One approach is to conduct regular surveys or focus groups to gather employee feedback. These measures can be designed to assess the impact of specific policies or practices, inform decision-making, and develop strategies for promoting gender equity in the workplace.

In addition to gathering feedback, it's important to establish metrics and targets for measuring progress. This can include tracking the representation of women in leadership roles, pay equity, and other key indicators. Regular reporting and analysis of this data can help to ensure accountability and promote transparency around efforts to promote gender equity.

Seek out leadership opportunities

While women are often underrepresented in leadership positions, there are still many opportunities to take on leadership roles and advance their careers. One effective way to do this is by seeking out opportunities to serve on a board or committee. These positions can provide valuable experience in strategic planning, decision-making, and governance. Additionally, serving on a board can provide opportunities to network with other leaders in your industry, which can help to open doors for future career advancement.

Another way to gain leadership experience is by taking on a project lead role. This can involve leading a team on a specific project or initiative, such as a product launch or process improvement project. Project leadership can help you to develop skills in team management, problem-solving, and communication, which are all essential for success in leadership roles.

Finally, participating in a leadership development program can be an effective way to gain the skills and experience needed to advance your career. Many organizations offer leadership development programs specifically designed for women, which can provide valuable networking opportunities and access to mentors and sponsors. These programs can also help you develop the confidence and skills needed to take on leadership roles and navigate the challenges women often face in male-dominated industries.

Address discrimination and bias?

Discrimination and bias in the workplace can have serious consequences for employees, particularly women, who may be more vulnerable to these behaviors. When discrimination or bias occurs, it's important to address it head-on to ensure it doesn't continue.

One effective way to address discrimination or bias is by speaking up and reporting the behavior to HR or a supervisor. This can be difficult, but protecting yourself and others from further harm is essential. Reporting the behavior can also help ensure that the organization takes appropriate action to address the issue and prevent it from happening again.

In some cases, it may be necessary to seek the assistance of an attorney or other legal professional. This can be particularly important if the discrimination or bias is severe or ongoing or if you have suffered significant harm. An attorney can provide valuable guidance and representation throughout the process of addressing the issue, from filing a complaint to pursuing legal action if necessary.

Organizations can also play an important role in addressing discrimination and bias in the workplace. This can involve creating a zero-tolerance policy for discriminatory behavior and training employees to recognize and prevent discrimination. Organizations can also establish clear reporting mechanisms and support employees who report discriminatory behavior.

In addition, organizations can take steps to promote diversity and inclusion in the workplace, such as establishing diversity targets and implementing inclusive hiring practices. By creating a culture of respect and inclusivity, organizations can help to prevent discrimination and bias from occurring in the first place.

Prioritize effective work-life integration

The COVID-19 pandemic has profoundly impacted how we work and highlighted the importance of work-life balance for all employees, particularly women juggling additional caregiving responsibilities. The pandemic has forced many parents to work from home while providing childcare and education for their children, which can be challenging and stressful.

Organizations can support employees during this difficult time by offering flexible work arrangements, such as remote work options and reduced hours. These options can help alleviate some of the stress and pressure employees may feel, allowing them to better manage their work and personal responsibilities. In addition, organizations can provide access to resources such as childcare and mental health support, which can help employees to cope with the challenges exacerbated by the pandemic.

Organizations can create a more inclusive and supportive workplace culture by offering these types of support. This can increase employee satisfaction, productivity, and retention, ultimately benefiting the organization.

Advocate for Women of Color

White women seated at tables of power can use their influence and privilege to amplify the voices of their “Sisters-of-Color.” This could involve advocating for the recruitment and advancement of women of color into leadership roles, highlighting the accomplishments and perspectives of women of color, and speaking up when witnessing racially-biased workplace beliefs and behaviors.

White women can also serve as accomplices to women of color by actively listening to their racial experiences and concerns, demonstrating empathy and support, and intentionally working to create a more racially equitable, diverse, and inclusive workplace culture. Together, White women and women-of-color must continue advocating for policies and practices that address the unique challenges women of color face, such as pay equity, mentorship, and sponsorship programs.

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International Women's Day is an important reminder that we still have a long way to go toward gender equality in the workplace. However, by speaking up about the gender pay gap, creating supportive networks, seeking out leadership opportunities, addressing discrimination and bias, and prioritizing effective work-life integration, we can create a more inclusive and equitable work culture for ALL women.

As leaders of Courageous Conversation ?, we are committed to continuing the conversation around these issues, their intersection with race, and working towards solutions that empower and inspire women professionally. We can all play a role in creating a more inclusive and equitable workplace, and we encourage everyone to take action on International Women's Day and beyond.

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The Global Gender Gap Report 2020." World Economic Forum, 2020, https://www.weforum.org/reports/gender-gap-2020-report-100-years-pay-equality .

A Window into the Wage Gap: What’s Behind it and How to Close It, 2023, https://nwlc.org/resource/wage-gap-explainer/#:~:text=The%2084%2Dcent%20gender%20wage,median%20earnings%20of%20 men%20(of