The month of March is designated as Women’s History Month. Every year, the month of March celebrates women worldwide, each with a new theme. This year, the theme for celebrating women worldwide was ‘Breaking the Bias’ to raise awareness of women’s biases in social, political, educational, and cultural parts of society. Women and men both ask for promotions at similar rates, yet only 72 women get promoted for every 100 men promoted to managerial positions. Only 23 women are CEOs of Fortune Global 500 businesses, and women hold only 9% of executive leadership positions in science, technology, engineering, and mathematics (STEM). Additionally, women make up 26% of board seats on the 3,000 largest publicly traded businesses in the United States, whereas women of color make up only 6% of corporate board seats overall.
Women require excellent managerial and peer support, increased opportunities to lead and actively participate, and a year-round work-life balance to overcome gender bias. Not only do women profit when society fulfills these fundamental requirements, but so do the organizations where they work. Once organizations implement these gender parity policies, it improves job performance and productivity, above-average profitability, and a competitive edge. To overcome these biases, women need allies, opportunities to showcase their ability, and fair compensation for their work. Both men and women require supporters. At the absolute least, women need upstanders who will speak out against biases directed at them to limit harm.
Women, at their finest, require “equity brokers” who can use their power, influence, and privilege to demolish exclusion, inequity, and injustice while also leading positive change. When it comes to leadership, women encounter several roadblocks that hinder them from rising to the top of the corporate ladder. Women typically lack the skills, access, and support they need to advance since men still hold the majority of authority and decision-making in the workplace. To help balance this leadership scale, more conscious efforts need to place women in positions of power. To function at their best, they also require mentorship and growth resources. Lastly, organizations should identify gender pay gaps through audits and establish fair compensation practices in the future.