Every Woman Is A Manager In 2024

With rapid technological advancements and shifting workplace dynamics happening simultaneously, the uncertainty and stress women are currently experiencing may not change any time soon. As we approach 2025 (which is less than 6 months away), the World Economic Forum predicts that 85 million jobs may be displaced by automation. Alarmingly, women are at higher risk of displacement, particularly in traditionally female-dominated roles such as administrative support, customer service, and sales. To navigate these changes and thrive in the evolving job market, women must strategically consider several factors, starting with one of the primary catalysts driving the change: technology. From there, it’s a matter of leveraging their management skills, meaning their ability to manage change, their career, and their ability to manage up. Even if you don't have the title, as a woman navigating today's landscape, you are probably managing multiple things at once.

The Automation Challenge

Automation and AI are transforming the labor market, and its impact on women cannot be overlooked. Roles that involve routine tasks are particularly susceptible to automation. Unfortunately, many of these roles are predominantly occupied by women. The displacements that have happened and will happen continue to pose a significant threat to women’s economic stability and career progression.

If the goal is to thrive and survive, women must engage in clarity combined with continuous learning to counteract these risks. When I say clarity, I mean understanding what is required to succeed now (in your current role) from a skillset, credential, and competency perspective as well as what’s required for where you’re headed next. Embracing new technologies and developing skills in high-demand areas such as data analysis, digital marketing, and project management can provide a buffer against job displacement. Moreover, human-centric roles such as executive leadership, positions in legal services, research and development, healthcare, and skilled trades, are less likely to be eliminated.

This presents a tremendous opportunity for women looking to pivot in their careers. Now is not the time to have no idea what your options are, meaning which industries welcome your expertise beyond the one you currently work in. A simple conversation with Chat GPT or Gemini asking the following questions is a good place to start:

Seeking career options: “I have ___ (number) years experience as a ______ (title) in _______ (industry). What are 15 roles by title and industry I currently qualify for?”

Clarity regarding skills: “AI is eliminating and creating roles simultaneously. What are the top 10 skills I will need for success in ______ (industry)?”

Considering a pivot: “I’d like to transition from ____ (industry) to ______ (industry). What skills from my background are parallel to those required for ______ (industry you’re interested in)?” You can include your title in the prompt as well.

If you’re going to master managing change, you must perceive disruption as an opportunity to adjust, advance, or both.

For tips on managing change inside the organization, listen to Managing Your Career During Company Restructures.

Women Leading The Wage

While I believe you’ll need to focus on professional development, people (social capital), and your presence (online + inside the organization), I would be remiss if I didn’t mention pay when it comes to managing your career. In a world where “quiet quitting” is considered doing the job you were hired to do; it makes sense to see a stabilized wage gap sustained for the last 20+ years in the US. As of 2023, women earn 82 cents for every dollar earned by men (Pew Research Center). Women not only have been underpaid; they continue to be underpaid. However, you don’t have to be one of them due to unrealistic cultural (societal/organizational) expectations. You can choose to love your career and thrive in a company that will compensate you accordingly.

The Pay Gap Is Personal

On August 1st, I launched a free online community The Higher Salary Society for women who want to make more money at work. I kicked things off with my 10-Day Earn Your Worth Challenge because I continue to coach women who: (1) excel at work and (2) who are settling for less than the marketplace says they are worth. One of my earliest memories of pay inequity takes me back to my 20’s. I went to pick up my grandmother’s paycheck from her place of employment. When I looked at the amount of money she was making, having raised 9 children and a 10th if you count me, I sat in my car and cried. ?She worked for a moving company, working harder than I did and my salary exceeded hers.

Since that time, I’ve seen women lead teams, train their leaders, and perform multiple roles (besides the one they were hired for) only to receive a 3-5% annual raise on average if that. I’m not suggesting you leave your employer, you will know when your time is up. You don’t need my expertise for that. However, I am suggesting that regardless of whether you’re happy in your current role or are hoping another door opens TODAY, you consistently begin with the end in mind. By that I mean, always have an exit strategy.

(To access my exit strategy template via my LinkedIn profile, click here.)

Might I add, because women are less likely to negotiate their salaries (only 34% of women negotiate pay compared to 46% of men), you have to stop sitting on your ask. Advocating for yourself is no longer optional. If things are going to change as far as compensation is concerned, you will need to lead the charge.

Managing Up Is Mandatory

I recognize asking you to do one more thing when you’re at capacity seems unrealistic. Managing up is the one thing you can’t afford to compromise though. It simply means managing your relationship with your leader. As change continues to become an aspect of your daily professional life, you must develop and cultivate a productive working relationship with your leader that produces positive outcomes. This includes:

·???????? Communicating your preferred work style and understanding theirs.

·???????? Finding common ground to create mutual wins, even when it’s uncomfortable.

·???????? Having the courage to communicate – especially when it’s outside of your comfort zone to do so.

Conclusion

As we experience a new reality shaped by change, automation, and technological advancements, women must take a proactive approach to managing these times while managing their careers. Embracing this notion will not only empower women to make better decisions, but they will also position themselves to thrive in an ever-changing job market.

I’d love to partner with your Women’s ERG or BRG (click here to learn more).

#womenatwork #career #PowHerMoves #womenintheworkplace