Three Ways Employers Can Foster Gender Equality In The Workplace

Prior to the Covid-19 pandemic, it was not uncommon to learn about women — especially women of color — lacking representation in C-suite roles. Many have talked about how these groups have long faced roadblocks in corporate atmospheres due to implicit bias, lack of diversity initiatives present within management and, in some cases, conscious discrimination. As 2020 saw the Covid-19 pandemic unravel the nation’s economy at the seams, the impact on employment was reportedly worse for women of color. I heard questions of whether diverse candidates could achieve promotion turn to whether they could find work during an increasingly complex employment landscape. I saw some people view women under the social lens of caregivers in a public health crisis rather than for their credentials in their respective industries. As quarantine weeks turned to socially distant months, decades worth of strides made toward equal opportunity among women in the U.S. seemed to be in jeopardy.

One study conducted by McKinsey and Leanin.org (via CNN) months prior to the virus outbreak estimated that women made up 21% of all C-suite positions, but only 4% of C-suite executives were women of color. Furthermore, according to the Center for American Progress, white women make 79 cents for every dollar white men make. That number drops to 62 cents for Black women.

It is important to note that like-minded advocates of diversity in the workforce are typically not merely advocating for diversity for the sake of fairness. Rather, research covered in The Harvard Business Review (paywall) suggests that companies with more women in senior and board positions may be more profitable and more socially responsible.

While changes at the federal and policy level are key, they can be slow to implement. The question remains: What can employers and organizations do to mitigate damage and positively impact women today? Here are my three suggestions:

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