Editorial Team
Women have never made up a larger percentage of the workforce than they do today. Although nearly half of the employees are women, female workers are still disproportionately represented in leadership roles. Laws and public opinion have changed significantly in the past 50 years, but women continue to lag behind their male counterparts in senior job titles and salaries. As of 2021, women made about 80 cents to the dollar a man-made in a comparable job. Women of color and other marginalized groups find it even more difficult to break through the glass ceiling. Here are a few examples of marginalization and why women still struggle to climb the corporate ladder.
Marginalization of Women: Fewer Networking Opportunities
Networking is a tried and true way to advance in your career. As the saying goes, it’s not what you know, it’s who you know. Yet in many career fields, networking continues to be an “old boys club,” with few options available for women and people of color.
A study conducted by Northwestern University and the University of Notre Dame found women have a better chance of advancing in their careers if they have a strong network of support from other women in similar positions. That creates a problem for many working women, who may be the first – or only – woman in their workplace or department.
Change takes time and effort. Whether you want to become an effective sales leader on your team or the CEO of the company, women need more training and educational opportunities to narrow the leadership gap. As more women gain the skills needed to advance in their careers, there will be more women to create supportive networks. Women can also support women-owned businesses by choosing them as vendors or by directing other women to small-business grants and loans that can help them grow their businesses.
Marginalization of Women: The COVID-19 Pandemic
When the COVID-19 pandemic hit, many workplaces sent their employees home to work remotely. At the same time, daycares closed, and schools switched to distance learning. The burden of providing full-time child care and education fell on working parents, with women shouldering most of the responsibility.
At the same time, the global market took a hit, causing a devastating impact on personal finances. About 70% of Americans have lived paycheck to paycheck at some point since the pandemic started in 2020, according to a recent survey by Real Estate Witch.
The toll was particularly hard on parents, who had to make tough decisions about how to pay their bills. Of those surveyed, 71% of families said they have not yet recovered from the financial impact of the pandemic. More than half (52%) said they think it will take up to five years to recover, with 1 in 7 saying they don’t think they’ll ever recover financially.
With increasing gas prices, groceries, rent, and other expenses, some families are struggling to pay for child care. Many families have found that one parent needs to leave their job rather than pay for child care. With women still making less money and holding lower-ranking positions, the sacrifice often falls on them.
While the world recovers from the financial ramifications of the pandemic, some women may be able to pivot in their careers by finding stay-at-home mom jobs. Companies hoping to retain employees should also consider offering full- or part-time work-from-home options. By working from home, women can cut down on time and money they spend commuting to a job.
Marginalization of Women: Burnout and the Great Resignation
In 2021, more than 47 million Americans quit their jobs. The pandemic played a significant role in what has been dubbed the Great Resignation, but it wasn’t the only reason for the mass exodus from the workplace. A toxic company culture, which can be more prevalent among women who face harassment on a larger scale, is fueling the record number of resignations.
The Great Resignation may also take a toll on employees who decide to stay at their jobs. Some companies may leave a role vacant and reassign responsibilities, leaving the remaining employees overworked and stressed. An overworked and stressed employee is more likely to quit their job, too, and they may not have the capacity to take on additional training or networking opportunities to advance in their careers.
Employers hoping to retain employees should look at their company’s culture. Is it a place where women feel supported? Is it a place where training opportunities and coaching exist to help advance all employees’ careers? Does the company offer a work-life balance? More than money, employees want a workplace where they feel safe and supported to build their careers.
Marginalization of Women: Lack of Parental Support
One of the greatest factors that prevent women from climbing the corporate ladder is the lack of parental benefits. This includes paid family leave, child care costs, and sick days to care for ill children.
The U.S. lags behind other economically advanced countries when it comes to providing paid parental leave. Only 24% of companies provide 12 weeks or more of paid leave, which is recommended when bringing home a child. Legislation requires companies to provide 12 weeks of unpaid, job-protected leave, but most women return to work early because they can’t afford the unpaid time off.
Even after returning to work, women may feel like they have to choose between their career and raising a family. By providing working families with support and flexibility, companies can help women with marginalization and advance professionally while they care for their families.