In today’s workforce, women make up 46% of the entry-level group — but only a handful (if any) make it to the C-Suite.
When I started working in the 80s, the women’s movement was still very much alive. Gloria Steinem was my model. I remember reading every word of her book like gospel. I participated in assertiveness training workshops and dress-for-success programs. I internalised all of the lessons, because I was going to climb the corporate ladder to the top!
Later in my career I opted out of the corporate world to become a certified career coach. It was the right move for me, and I haven’t looked back since.
But in light of my earlier cultural and workplace experiences, I’ve become increasingly alarmed at the attitude of many of my millennial sisters today who believe that the world has changed for women in the workplace, and that they have no issues to deal with.
Studies show that this couldn’t be further from the truth…
The pipeline problem hasn’t gone away
According to one of the largest studies to date on the topic of working women, conducted by LeanIn.Org and McKinsey & Co. in 2016, and published in the Wall Street Journal, men and women experience very different workplaces. They go to the same meetings, have the same colleagues, strive for the same promotions. Yet their perspectives—and experiences—are not the same at all.
Data show that men win more promotions, more challenging assignments and more access to top leaders than women do. Men are more likely than women to feel confident they are en route to an executive role, and feel more strongly that their employer rewards merit.
Less than half the women surveyed in 132 global companies in this study feel that promotions are awarded fairly or that the best opportunities go to the most-deserving employees. A significant share say that gender has been a factor in missed raises and promotions. Even more believe that their gender will make it harder for them to advance in the future—a sentiment most strongly felt by women at senior levels. [1]
The ‘soft’ war on women
It’s subtle. You can’t put your finger on it. But it’s there.
Have you ever felt that somewhere along the promotion pipeline, male colleagues are moving up the ladder at a faster rate than females, including yourself? Have you noticed in your organization that men make up the lion’s share of outside hires, and wondered why?
Have you ever felt that women are more likely to be judged by their looks and how they dress than are their male counterparts? Either because they’re not young and pretty enough for certain roles (for example, sales, marketing or public relations), or because they’re too pretty (‘provocative’) for other roles, which can be perceived as threatening?
Have you ever picked up on negative reactions to a woman who asserts herself as confidently and forcefully as her male counterparts? Have you ever noticed that men in senior ranks don’t fear promoting other men because it’s common practice, but women at the top seem to be reluctant to promote other women, perhaps for fear of being accused of gender bias?
Seek the advice of someone you trust
If you’ve experienced any of these ‘glass ceiling realities’, or feel you’re being unfairly held back or passed over for any other reason, it’s a good idea to speak to a trusted advisor or coach. I’ve helped many women in the workplace successfully deal with the ‘micro inequities’ that they feel are blocking their success and advancement.
Rosette Pambakian, VP, Head of Marketing & Communications at Tinder, sums it up well:
‘The best ally we have is in each other. And if we want to see the landscape change so that more and more women break the glass ceiling, have the same opportunities as men, and receive equal pay, it must begin with us helping each other.’ [2]
[1] http://graphics.wsj.com/how-men-and-women-see-the-workplace-differently/
[2] http://www.marieclaire.co.uk/opinion/woman-means-today-480879