WHAT WOMEN WANT AT WORK? | Aparna Sharma | Consulting Editor | The People Management
It’s crucial to reflect on the significant role women play in the workplace. Beyond just diversity quotas, women bring invaluable perspectives, skills, and leadership qualities that drive organizational success. However, despite the proven benefits, many organizations still struggle with retaining and supporting their female talent.
As we look at the post-pandemic world of work, employers who provide choice, flexibility, and performance-over-presenteeism will attract and keep the best diverse talent, all while driving their skills and growth agendas.
How Women Manage Gendered Norms at Workplace?
Navigating workplace dynamics can be particularly challenging for women, who often face a double bind of being perceived as either too soft or too tough. Research shows that successful women leaders adeptly balance demanding high performance while also demonstrating care and empathy towards their team members. They project authority when necessary while also fostering collaboration and inclusivity.
Women in the Workplace & Workplace Wellbeing
Considering the balance they bring into their roles, the presence of women in the workplace not only enhances organizational performance but also contributes to overall workplace wellbeing. Studies indicate that environments with higher percentages of women are associated with increased job satisfaction, organizational dedication, and meaningful work.
Additionally, women’s presence correlates with lower rates of burnout, highlighting the positive impact of gender diversity on employee wellbeing.
3 Things Women Want in a Workplace
1. A Sense of Purpose Beyond the 9-to-5:
For women, a job isn’t just about punching in and out. Many women express a desire for work that goes beyond mere tasks, something that feels like a calling.
This encompasses roles that align with their personal beliefs, offer opportunities to make a difference, and strike a balance between professional and personal lives. Providing such purpose-driven roles can significantly enhance job satisfaction and employee retention.
2. Embracing Flexibility in Work Practices:
Flexibility isn’t just a perk, it’s a necessity for many women juggling multiple responsibilities. Whether it’s paid time off, healthcare benefits, or the option to work remotely, flexibility ranks high on their list of priorities. Particularly for women with families, having the freedom to adjust their schedules and work environments can make all the difference.
3. Creating Genuine Leadership Pathways:
Women are just as ambitious and eager for leadership roles as their male counterparts. However, they often face unique challenges and barriers in pursuing these opportunities. While men may turn down leadership positions due to personal preferences, women’s decisions are often influenced by concerns about qualification, support, and the fear of failure. Organizations that actively dismantle sexism and create inclusive leadership pathways not only attract top female talent but also retain them for the long haul.
What Organizations & Leaders Can Do To Retain The Women?
1. Offer Meaningful Work Experiences: Organizations should provide women with opportunities for work that aligns with their skills, interests, and values, allowing them to feel fulfilled and engaged in their roles.
2. Provide Flexibility in Work Arrangements: Picture a scenario where a working mother can attend her child’s school event without worrying about missing a crucial meeting. Leaders can make this possible by offering flexible work arrangements, such as remote work options or flexible schedules.
3. Ensure Equal Opportunities for Career Advancement: Organizations must ensure that women have equal opportunities for career advancement, recognizing and rewarding their talents and contributions regardless of gender.
4. Active Mentorship and Sponsorship: Leaders should actively mentor and sponsor talented women, providing guidance, support, and advocacy to help them succeed and advance in their careers.
5. Advocate for Gender Parity: Leaders have a responsibility to advocate for gender parity in pay and opportunities within their organizations, challenging systemic biases and promoting fairness and equity.
6. Challenge Gender Biases: A workplace where diversity and inclusion are not just buzzwords but integral parts of the organizational culture. For example, leaders can implement unconscious bias training programs to raise awareness about gender biases and encourage behaviors that support diversity and inclusion in the workplace.