Shatter the Glass: The Unseen Struggles of Women at Work
Sylvia Flores ??????
I've been a whirling dervish, work-a-holic, embodiment of business since I came flying out of the womb in the 70s (as Nixon was exiting stage left). Unapologetically creative raconteur and people champion. #muse ??
It's Breast Cancer Awareness Month and World Menopause Month! Also, you may have heard about a looming U.S. Presidential Election! ????
While I celebrate all people this October, I'm focused on what can and needs to be fixed in the workplace and society to support women. ??♀?
Let's dig in.
Women get hit from every side. Socially, economically, politically, and physically.?Nice. Women have it all.
When discussing women's equality in the workplace and on earth, the conversation often starts—and ends—with the (overused term but relevant metaphor) glass ceiling. But what about the daily hurdles women face to achieve or even get close to the top rung?
By the way, Leaning In suggests a woman has a place at the table.
Struggles are woven into every stage of a woman’s career:?
These challenges are insidious and create a labyrinth that women must navigate daily.
Equal pay for whom? Race and the gender wage gap
When it comes to pay equity, gender is only half the story. Race adds another layer to the disparity, and for women of color, the gap becomes a canyon. While the fight for equal pay often centers on gender, the numbers are even grimmer when race enters the picture.
Here are examples from a Pew Research Report on the enduring pay equity gap of women vs. non-Hispanic white men per $1.00 earned:
The gap:
And these aren't just statistics;?they're monthly housing payments, grocery bills, transportation, and hopefully, the ability to save for an emergency fund. The intersection of gender and race in the pay gap isn’t just a crack in the system—it’s a structural flaw that needs a complete overhaul. Great quote from Gloria Steinem : "The truth will set you free. But first, it'll piss you off."
Read the Pay Discrimination Guide: Know Your Rights at Work (source: Equal Rights Advocates )
The truth will set you free. But first, it'll piss you off.
And let’s get real: addressing pay inequity isn’t just about leveling the field for promotions and bonuses. It’s about recognizing and dismantling the systemic biases that penalize women, particularly women of color, from day one. The solution isn’t just about getting women to the top—it’s about fixing the wage floors they’re too often stuck on.
Desperately seeking companies who are leveling the playing field.
Plenty of companies preach the equal pay mantra. These companies keep popping up (note there are two tabs on that list; not all are corporate behemoths). Making the list doesn't necessarily make a company great. What do their website, LinkedIn, Glassdoor, and others show for women in leadership or C-suite positions? Whose voices are they elevating and promoting? What are employees saying? Do they have dedicated senior positions in HR and people leadership that include DEI? Do they have resource groups and benefits supporting women without penalizing them?
Here are some resources that are dedicated to helping women get fair and equitable jobs:
The business of women: People can’t stay (politically) out of women’s business.
When it comes to reproductive rights, (many) workplaces are still struggling. Employers often treat pregnancy as a “special condition” or, worse, a "disability" rather than the natural part of life it is, leaving women to navigate outdated policies and limited support. Maternity leave shouldn’t be a diminishing factor in a woman's career. It’s a fundamental right that needs to be recognized and supported.
P.S. Every single human on earth was created by a woman.
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The political whale in the room: A human rights issue (again)
Access to birth control, fertility treatments, and comprehensive reproductive freedom directly impact a woman’s ability to participate and control their options and their career. It’s not just a health issue; it’s an economic one. Yet, political shifts continue to create a divide in how companies address these needs, with some embracing more progressive policies. In contrast, others remain silent or roll back existing support.
The politicization of reproductive rights has made it more challenging for companies to navigate this terrain. Meanwhile, the divide and stigma leave women caught in the middle, facing varying levels of support depending on where they work or live. As Faye Wattleton , National Women's Hall of Famer, brilliantly stated, "Reproductive freedom is critical to a whole range of issues. If we can’t take charge of this most personal aspect of our lives, we can’t take care of anything. It should not be seen as a privilege or as a benefit but as a fundamental human right.”???
Bang on, Faye!
Here are some great companies that are extending healthcare benefits to women to include out-of-state and out-of-network reimbursements, time off, and support:
Stigma and sacrifice: The costs of taking maternity leave
Maternity leave in the U.S. remains an inconsistent patchwork of policies. Despite the Family and Medical Leave Act (FMLA) providing up to 12 weeks of job-protected leave, it only guarantees unpaid time off. Moreover, this benefit is limited to employees who work for companies with 50 or more employees and meet specific work history requirements, leaving many women needing access to even basic unpaid leave.
Only about 24% of private industry workers have access to paid family leave, and these benefits are often inconsistent across different industries, companies, and states. The lack of a federal mandate for paid leave means that support is uneven, mainly depending on an employer's discretion or the state where a woman works. This often results in women returning to work earlier than they should, impacting their health, their newborn’s well-being, and their overall career progression.
Does a mother choose between their job and health or risk financial hardship by taking time off without pay? As a motherhood and well-being advocate,?Kaleana Quibell ?expressed,?"To the companies who can afford to extend the leave. To the companies who financially can’t, offer remote work. However you can help employees in their first 6 months, just please - do it." ??
The lack of comprehensive maternity leave and reproductive rights protections sends a clear message: more support is needed. If companies are serious about gender equality, they must ensure that their policies reflect the realities of women’s lives, regardless of the political climate. Supporting reproductive rights and maternity isn’t just a benefit; it’s a crucial step toward creating a truly equitable workplace.
Burnout by hot flashes and brain fog: No, it's not an elderly woman thing
Perimenopause and menopause can significantly impact women in the workplace, including those in their 30s, who may begin experiencing symptoms earlier than expected. From hot flashes and fatigue to memory lapses and mood changes, these symptoms can affect concentration, productivity, and overall job performance.
While there has recently been a movement to normalize peri- and menopause, it remains an awkward subject for employers to build benefits around or to address. Many women feel the need to hide their symptoms, fearing judgment or being seen as less capable, which can lead to increased stress and even career setbacks. 纽约时报 best-selling author of?The Menopause Manifesto , Dr. Jen Gunter, writes,?"In medicine, men get to age with gentle euphemisms, and women get exiled to Not Hotsville."????
Some great resources:
The lack of workplace policies addressing these challenges means women often struggle without support. It also means companies are losing out on a critical talent pool that may be quietly quitting. Flexibility is key.
Ageism: Speaking of losing out on a kick-ass talent pool
Ageism in the workplace is not just an issue of fairness; it’s a strategic blunder. By overlooking women over 40 (for example), companies are missing out on a wealth of experience, insight, and leadership that younger employees haven’t had the time to develop.
Women of all generations, from young to seasoned, can cross-mentor one another.
More seasoned women have navigated decades of industry changes, built invaluable networks, and honed their skills through real-world challenges. Dismissing them based on outdated stereotypes not only undermines gender equality but also deprives businesses of a critical talent pool that can drive innovation, mentorship, and growth.
Speaker, author, and anti-ageism activist, Ashton Applewhite was famously quoted in her book This Chair Rocks: A Manifesto Against Ageism: “Ageism isn’t a household word yet, nor a sexy one, but neither was “sexism” until the women’s movement turned it into a howl for equal rights." ????
Watch Ashton's celebrated TED Talk with just under 2 million views! Let's End Ageism (source: TED Conferences )
Time to kill the stigma and replace it with empathy in action
Equality for women in the workplace isn’t just about breaking glass ceilings; it’s about dismantling every barrier that holds women back at every stage of their careers. From pay equity and reproductive rights to support for perimenopause and menopause and combating ageism, systemic progress means addressing the full spectrum of challenges women face.
It’s time for workplaces to evolve, not just to accommodate but to champion all women—regardless of race, age, or life stage. When we build environments where every woman can thrive, we all win.
Who to follow: Women who are game changers
See you next week!
While I read this I laughed, I cried and I learned. Thanks for writing and always being an advocate and a role model for women.