Note: This article was written prior to the Inauguration on January 20, 2025, and any executive orders issued since.
Nearly a quarter of the way through the 21st century, companies nationwide continue to make efforts to promote women to leadership roles — as of 2024, women accounted for only 10.4 percent of Fortune 500 CEOs; however, the endeavor should not end there. In addition to appointing women to leadership positions, companies need to focus on implicit biases both directed toward and perpetuated by the women holding leadership positions.
Although there are a myriad of suggestions to confront and address these unconscious biases, employers may seek to consider the following.
Attention to Project Staffing
As Growth Faculty (see https://thegrowthfaculty.com/articles/femaleleadershipchallengesbarriers) notes, the types of projects that an employee is placed on can impact the individual’s career trajectory. This is especially true for women. By failing to place women on prominent projects, women can become overlooked for similar projects in the future, which can ultimately affect their career growth. Similarly, focusing on staffing projects with only women in an effort to address leadership disparities can be perceived as, or lead to, reverse discrimination concerns. To combat any actual or perceived inequity, companies should be mindful when assigning projects, and give both male and female employees equal opportunities at high-profile tasks based upon ability and contributions to the organization, regardless of gender.
Equal Pay for Equal Work
Despite annual recognition of “Equal Pay Day,” on average, women working full-time jobs still only earn 84 percent of their male counterparts.
Suggestions to minimize pay disparity include: instituting paid leave laws; permitting remote work flexibility; and/or, enacting pay transparency. Women remain the primary caregivers for their families so a more flexible schedule (via leave or remote work) may allow both caregiving and employment roles to be successfully accomplished.
Although the United States does not mandate paid maternity leave, employers are required to provide unpaid family and medical leave under the Family and Medical Leave Act (FMLA). Offering paid maternity or generalized caregiver leave, however, is a way for employers to invest in their employees and attempt to mitigate unequal pay. With respect to pay transparency, consider conveying your business’s salary benchmarking process to both current employees and employee candidates so that everyone is aligned (see https://imagine.jhu.edu/blog/2023/03/23/5-ways-to-improve-the-representation-of-women-in-leadership-positions/).
Fair Performance Assessment
A focus on tackling biases (gender and otherwise) in performance assessments can impact how an employee’s contributions are seen and consequently their growth within the organization. For example, approved leave and/ or flexible work schedules should not impact perceptions of commitment to the organization. Efforts should be made to advance future leaders no matter their life stage.
Change Starts with Hiring Practices
In order for women to be represented in leadership roles, employers should be mindful at the initial hiring stage. Interview panels should be gender diverse so all gender perspectives are represented in the hiring decision (see https://economicgraph.linkedin.com/blog/gender-equity-insights-wef). Pay transparency can also assist in salary negotiation, and when paired with open communication by interviewing panels, can help to improve negotiation challenges often faced by women applying for leadership roles.
Educating Inclusive Leadership Styles
All of this must go hand in hand with supporting a woman’s ambition to lead, along with efforts to enhance recognition and encouragement of female leaders. Altering one’s natural leadership style should not be the expectation to fit into past societal stereotypes. Establishing credibility as a female leader, including the “how” of being an effective leader, is an important educational component to provide to individuals at all levels. Fostering an inclusive culture that values multiple leadership styles will improve both the organization and the employee experience.
Although significant strides have been made to promote women in the workforce, efforts to address unconscious bias should continue. By considering these strategies, employers can champion all of their employees, regardless of gender.
For more information about MacDonald Illig Attorneys, visit macdonaldillig.com or call 814/870-7600.
Ashley Solo is an associate at MacDonald Illig Attorneys and is a member of the firm’s Commercial/General Litigation Practice Group and the Insurance/Personal Injury Practice Group.
