There is growing consensus that women-led development is essential for economic growth and human rights. The progress in women’s leadership at workplaces, however, has been slow at best. The UN estimates that at the current rate of progress, achieving equal representation for women in leadership and power positions in the workplace will take 140 years. These estimates do not bode well for women-led development and highlight the urgency of systemic changes required to dismantle barriers to their advancement.
The economic and social rationale for women’s leadership is quite well-established. In the corporate sphere, the presence of women in top positions means better profitability for the entire organisation. Studies show that the most gender-diverse companies are 25% more likely to experience above-average profitability. Parallelly, progressive HR policies and DEI (diversity, equity, inclusion) efforts have taken centre stage at several organisations in recent years. Yet, despite these clear benefits and drive towards liberal mindsets, the ascent of women to leadership roles remains markedly sluggish. Understanding the roots of these gaps and their consequences warrants a closer look.
The consequences of policy gaps
The effectiveness of DEI and HR policies is diluted when they are not implemented well. According to a Talent500 survey, 70% of women feel DEI efforts are just for show. The survey revealed a significant gap between policy intentions and actual implementation, highlighting persistent gender biases in hiring, retention, and career advancement. Non-diverse hiring panels contribute to inequities in pay, promotions, and leadership opportunities. As a result, many women felt that their skills and contributions were undervalued compared to their male counterparts.
These lacunae in policies and implementation maintain the status quo and reinforce behaviours and mindsets that are not conducive to women’s careers. According to McKinsey’s insights, there is a persistent myth that women are less ambitious than men. However, evidence shows that women are equally likely to desire promotions and leadership opportunities. For women, being ambitious is not only perceived as a negative trait but also seems to decide their roles in the organisation.
Another consequence of policy gaps is reflected in the Women in Finance and Economic Sectors report. Women are often steered towards roles that are considered less critical for core business decisions, such as HR or customer relations, rather than profit and loss responsibilities. This typecasting limits their career trajectory and exposure to strategic roles crucial for ascending to top executive positions.
There is also the prevalence of workplace microaggressions that subtly undermine women’s professional experiences. The 2022 Women @ Work Report reported that 59% of the 5000 women surveyed experienced microaggressions at their workplaces. These seemingly innocuous comments or actions can contribute to a work environment that feels less inclusive and supportive of women. A common example of a microaggression is when an interviewer asks a woman candidate about her plans to start a family.
Implementing policies to bridge the gender gap in leadership
HR and DEI policies must be strengthened to advance women’s leadership. As with any effective program, the process must begin with the identification of the needs of the women workforce and gaps in the current policy framework.
Regular evaluations should be conducted to measure the effectiveness of DEI initiatives, identifying areas where policies fall short in supporting women’s professional aspirations. Here, creating employee resource groups can prove to be effective as they democratise policy inputs and advocacy efforts within organisations.
It is necessary to create a pipeline of talented women who will eventually attain leadership positions. To achieve this, barriers to entry and retention of women must be eliminated. Improving hiring protocols to include diverse panels, structured interviews, and screening out information related to social identities such as gender, race, or age helps prevent bias in recruitment decisions.
Communicating career advancement opportunities and options, especially at the entry level is essential. This develops clarity about the career trajectory and enables individuals to prepare adequately to reach desired roles and positions. The role of networking, mentorship, and sponsorship must be acknowledged as critical to women’s ascent in their careers. Encouraging women to participate in networking events fosters connections with the larger industry and aids in identifying and leveraging opportunities relevant to them. Similarly, formalising mentorship programs ensures that senior leaders in the organisations guide the efforts of women to fruition in terms of career growth.
It is also important to educate employees about recognising and reducing microaggressions. Awareness sessions with clear calls to action can help all employees identify and address biases individually and as teams. Recourses such as grievance redressal, arbitration, and reporting complaints must be made available to all employees.
It is also crucial to maintain transparency by publicly reporting on the progress of gender diversity efforts and the representation of women in leadership roles to hold the organisation accountable and promote inclusivity. Public disclosures can potentially spark industry-wide conversations on gender equality at workplaces, promote cross-learning, and set precedents that a higher number of organisations can follow.
Finally, continuous monitoring and adjustment of these policies and programs are necessary to ensure they effectively support women’s advancement and address the identified gaps.
The pursuit of gender equity in leadership roles must be viewed as a strategic imperative for future organisational success and societal prosperity. Strong policies can foster an environment that values and elevates women’s contributions and leadership potential. As workplaces evolve gender diversity will usher in a wide range of innovations, enhance competitiveness, and help businesses lay the foundation for a more inclusive and equitable future.