{"id":1965,"date":"2019-03-07T10:41:55","date_gmt":"2019-03-07T10:41:55","guid":{"rendered":"https:\/\/www.coachmentoring.co.uk\/articles\/?p=1965"},"modified":"2019-03-07T22:17:37","modified_gmt":"2019-03-07T22:17:37","slug":"lets-change-the-world-for-women-step-by-step","status":"publish","type":"post","link":"https:\/\/www.coachmentoring.co.uk\/articles\/2019\/03\/lets-change-the-world-for-women-step-by-step\/","title":{"rendered":"Let\u2019s change the world for women \u2014 step by step!"},"content":{"rendered":"<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright size-medium wp-image-1966\" src=\"https:\/\/www.coachmentoring.co.uk\/articles\/wp-content\/uploads\/2019\/03\/Women-second-generation-bias-300x200.jpg\" alt=\"Women, second generation bias\" width=\"300\" height=\"200\" srcset=\"https:\/\/www.coachmentoring.co.uk\/articles\/wp-content\/uploads\/2019\/03\/Women-second-generation-bias-300x200.jpg 300w, https:\/\/www.coachmentoring.co.uk\/articles\/wp-content\/uploads\/2019\/03\/Women-second-generation-bias-768x512.jpg 768w, https:\/\/www.coachmentoring.co.uk\/articles\/wp-content\/uploads\/2019\/03\/Women-second-generation-bias-1024x683.jpg 1024w, https:\/\/www.coachmentoring.co.uk\/articles\/wp-content\/uploads\/2019\/03\/Women-second-generation-bias-450x300.jpg 450w, https:\/\/www.coachmentoring.co.uk\/articles\/wp-content\/uploads\/2019\/03\/Women-second-generation-bias.jpg 1200w\" sizes=\"auto, (max-width: 300px) 100vw, 300px\" \/>Watching an episode of \u2018<a href=\"https:\/\/www.imdb.com\/title\/tt6143796\/\" target=\"_blank\" rel=\"noopener nofollow\">Working Moms<\/a>\u2019 with my daughter recently, reminded me just how difficult it can be for working women, particularly with a new baby, to go back into work and thrive. Yes, we giggled together at the automated breast pumps and the comedy in the script. However, through the humour it brought back memories of being admonished for having baby sick on my suit jacket and being interrogated about my commitment to my career at every juncture.<\/p>\n<p>Sadly in some organisations, I don\u2019t believe much has improved in the last twenty years. So in my last blog for <a href=\"https:\/\/twitter.com\/hashtag\/IWD2019\" target=\"_blank\" rel=\"noopener\">#iwd2019<\/a>, I want to explore some very simple steps that most organisations can implement straightaway\u00a0to move gender equality and equity forward.<!--more--><\/p>\n<h2>The reality for women in the workplace<\/h2>\n<p>I am not going to dwell on this, as we all know the facts, but briefly:<\/p>\n<ul>\n<li>In an ILM Survey, 17% of women felt having a family had presented problems or barriers to career development, compared to 7% of men. They also discovered that 41% of women managers and leaders were childless compared with 28% of men.<\/li>\n<li>According to McKinsey and LeanIn.org\u2019s 2017 gender report, women with a partner are 5.5 times more likely than their male counterparts to do all or most of the housework.<\/li>\n<li><a href=\"https:\/\/www.thirdway.org\/report\/the-fatherhood-bonus-and-the-motherhood-penalty-parenthood-and-the-gender-gap-in-pay\" target=\"_blank\" rel=\"noopener\">Michelle Budig<\/a>\u00a0has shown that men are perceived as more responsible when they have children, while women are seen as being less committed to work. Fatherhood may serve as a signal to potential employers for greater maturity, commitment, or stability. In the context of higher employer expectations for the \u201cfamily man\u201d, her research found that fathers are given less scrutiny for poor performance and more opportunities to demonstrate their abilities than are childless men.<\/li>\n<li>The effects of children on men&#8217;s and women\u2019s earnings are referred to as the \u2018fatherhood bonus\u2019 and the \u2018motherhood penalty\u2019.<\/li>\n<\/ul>\n<p>I\u2019ll stop there, as you don\u2019t need to read a stream of data. It is our cultural and societal norms, which impede our ability to make effective progress in creating a more equal society. Gender inequality and gender inequity is mainly due to second-generation bias*. We need to think differently and take some pragmatic steps to change societal and workplace thinking going forward.<\/p>\n<h2>We need to change to level the playing field<\/h2>\n<p>Einstein defined insanity so beautifully as doing the same thing over and over again, but expecting different results. We need to break out of our established and ingrained thinking and behaviours, our expected ways of treating men and woman and create new thinking and ways of behaving.<\/p>\n<p>Here are some simple ideas we can start today to gain momentum:<\/p>\n<h3>Promotions and Hiring<\/h3>\n<p>Make promotions and hiring more equal. Measure gender diversity, have balanced interview panels and rethink recruitment and promotion processes. It is not rocket science!<\/p>\n<h3>Talent development<\/h3>\n<p>Women need different talent strategies and support than men. Some creativity around talent routes and strategies and providing <a href=\"\/mentoring\/\">mentoring<\/a> and <a href=\"\/articles\/category\/sponsorship-mentoring\/\">sponsorship<\/a> to support women are imperative.<\/p>\n<h3>Connecting<\/h3>\n<p>Encourage your female employees to attend networking and conference events. <a href=\"https:\/\/hbr.org\/2018\/02\/do-womens-networking-events-move-the-needle-on-equality\" target=\"_blank\" rel=\"noopener\">Shawn Achor\u2019s article<\/a>\u00a0demonstrates the power of connecting for woman (and men\u2019s careers). Pay for women employees to attend external events and training. The motivational and connection benefits far outweigh the cost!<\/p>\n<h3>Workload<\/h3>\n<p>Another potential problem lies in workload. Higher workloads tend to be part of the territory as individuals advance to higher levels of seniority. This isn\u2019t intrinsically gendered, but many social pressures push women to simultaneously balance work, family, and a disproportionate amount of housework. Organisations may consider how to modify expectations and better support working parents so that they don\u2019t force women to make a \u201cfamily or work\u201d decision. I \u2018retired\u2019 from my City career because I couldn\u2019t cope with a demanding role and two children. Something had to give!<\/p>\n<h3>Language<\/h3>\n<p>Language used to describe women at work is often different to how their male counterparts are described. I wrote about <a href=\"\/articles\/2017\/03\/are-women-ideal-workers-or-bulldozers\/\">women\u2019s ambition<\/a>\u00a0after hearing a woman described as a \u2018bulldozer\u2019 in a talent review. Her boss said she was actually no different to the rest of his all male team!<\/p>\n<p>Language in performance evaluations is applied differently to describe men and women. In recent <a href=\"https:\/\/hbr.org\/2018\/05\/the-different-words-we-use-to-describe-male-and-female-leaders\" target=\"_blank\" rel=\"noopener\">research<\/a>, it was found there were no gender differences in objective measures (e.g., grades, fitness scores, class standing). However, the subjective evaluations provided a wealth of interesting findings.<\/p>\n<p>Language needs to change and people need to have support in becoming more aware of what they are saying. Raising awareness of language is straightforward, it just needs action.<\/p>\n<h3>Money<\/h3>\n<p>Women earn less than men and I have discussed the <a href=\"\/articles\/2019\/03\/use-sponsorship-to-erode-the-gender-pay-gap\/\">enormity of the gender pay gap<\/a> recently. However, women ask for pay increases as often as men do, sadly they don\u2019t get them. Research\u00a0shows that <a href=\"https:\/\/hbr.org\/2018\/06\/research-women-ask-for-raises-as-often-as-men-but-are-less-likely-to-get-them\" target=\"_blank\" rel=\"noopener\">women\u2019s requests for advancement<\/a> are treated differently from men\u2019s requests. Asking does not mean getting \u2014 at least if you are a female. Requests for pay increases need documenting and processing in the same way for men and women and HR can support that process to achieve more fairness.<\/p>\n<p>So a few thoughts of how small steps can change the world. Margaret Mead\u2019s philosophy is very dear to me and I believe she is so right: Never doubt\u00a0that a small group of thoughtful committed citizens can change the world; indeed, it&#8217;s the only thing that\u00a0ever\u00a0has. This is my message for IWD2019.<\/p>\n<p><a href=\"#I-want-to-know-more\">Do get in touch<\/a> if you want to discuss any of my ideas. I would love to talk to you.<\/p>\n<blockquote><p>* <strong>Second-generation bias<\/strong>: these are behaviours demonstrated in society and organisations, which flow from basic assumptions about working life or about the qualities required to succeed in leadership, which reflect masculine values and men\u2019s life situations.<\/p><\/blockquote>\n","protected":false},"excerpt":{"rendered":"<p>Watching an episode of \u2018Working Moms\u2019 with my daughter recently, reminded me just how difficult it can be for working women, particularly with a new baby, to go back into work and thrive. Yes, we giggled together at the automated &hellip; <a href=\"https:\/\/www.coachmentoring.co.uk\/articles\/2019\/03\/lets-change-the-world-for-women-step-by-step\/\">Continue reading <span class=\"meta-nav\">&rarr;<\/span><\/a><\/p>\n","protected":false},"author":2,"featured_media":1966,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"pmpro_default_level":"","footnotes":""},"categories":[176],"tags":[178,149,192],"class_list":["post-1965","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-womens-mentoring","tag-gender-pay-gap","tag-international-womens-day","tag-second-generation-bias","pmpro-has-access"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\n<title>Let\u2019s change the world for women \u2014 step by step! - Coach Mentoring Ltd.<\/title>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/www.coachmentoring.co.uk\/articles\/2019\/03\/lets-change-the-world-for-women-step-by-step\/\" \/>\n<meta property=\"og:locale\" content=\"en_GB\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Let\u2019s change the world for women \u2014 step by step! - Coach Mentoring Ltd.\" \/>\n<meta property=\"og:description\" content=\"Watching an episode of \u2018Working Moms\u2019 with my daughter recently, reminded me just how difficult it can be for working women, particularly with a new baby, to go back into work and thrive. 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