LEAN IN WOMEN IN WORKPLACE REPORT SHOWS PROGRESS AND RECOMMENDATIONS

The workplace is a minefield, causing ongoing challenges for women to succeed. Ever so timely is the 2023 Lean In Women in the Workplace Report

, created by McKinsey & Company and LeanIn.Org. This report has been released annually since 2015, with the 2023 report capturing input from 27,000 employees. The study presents awareness opportunities that leaders can use to build more empathy, drill down on support necessary to advance women in the workplace, and highlight key recommendations to take forward for more progress. Particular emphasis on diverse representation is a noteworthy distinction for this report. This article will showcase some critical highlights that inclusive leaders can add to their toolkit to lead effectively. Of course, read the full report to digest and generate more reflection points and contributions to a personalized action plan.

Let’s first take a look at the main points in the report.

CAREER ADVANCEMENT REMAINS AN ISSUE, ALBEIT A PRIORITY FOR THOSE SURVEYED

One of the key findings in the report is the continuing struggles for women of color to reach the upper positions echelons in the workplace. For example, there is a range of 6-9% of women of color in positions ranging from Senior Manager/Director, Vice President/Senior Vice President, and C-suite levels.

DEBUNKING MYTHS WHILE HOMING IN ON REALITIES ABOUT WOMEN IS KEY

For those surveyed, career and ambition remain essential for men and women. Additionally, flexibility is vital for women and men. Women aren’t the only ones who benefit from flexibility, but stereotypes hide that fact.

MOVE OVER GLASS CEILING, THERE’S A BROKEN RUNG

The study also highlights a broken wrung wherein women of color continue to lag in climbing the workplace ladder. In 2022, promotions for Black women trended below 2018 numbers. For example, 54% of black women experienced advancements compared to promotions men received. The numbers skewed higher for Latinas(76%), Asians (89%), and White women (91%), even though gaps exist between women at large and men.

MICROAGGRESSIONS NEED FOCUS BECAUSE THEY ARE MORE A WOUND THAN A STING AND CAUSE ATTRITION AND WELL-BEING CHALLENGES.

The study says women who experience microaggressions are 3.8% more likely to feel there isn’t equal opportunity to advance in the workplace. The study examines up close the impact on women with disabilities as well as LGBTQ+ women. In summary, feeling invisible and being overlooked for accomplishments were top concerns.

Next, let’s explore some of the recommendations from the report.

REPORT RECOMMENDATION HIGHLIGHTS:

1. Measure success and course correct where gaps exist. In other words, inclusive leaders need to be laser-focused on women’s advancement in the organization. The Women in WorkPlace Report says to pay close attention to “hiring, promotions, and attrition.”
2. Be transparent with employees, highlighting goals, wins, and opportunities. Transparency will serve as a bridge to build connections and trust for employees.
3. Keep accountability for managers. To supplement this approach, provide rewards for progress and additional support for manager goals. Time and necessary tools are essential, cites the study. Manager actions in support of diversity, equity, and inclusion received low numbers for men (34%) and women (38%). Therefore, this is one of those actions that inclusive leaders can hone in on to achieve progress and success in fostering an inclusive workplace.
4. Aggressively handle the eradication of microaggressions. Ensure workplace culture embodies safety and makes microaggressions unacceptable.
5. Unpack flexibility needs for all employees. Examine stigmas and penalties that derail flexibility efforts.

In conclusion, the report shows us that we still have work to create a workplace that thrives by leveraging diverse voices and leadership. Let’s look forward to providing input into the 2024 report and take action to see more progress.