Rebecca L. Ziman in her study revealed that women, from time-to-time, are contributing more to the workforce. While back in 1950’s men left early to work and returned home to freshly prepared meal, a tidy home, and clean children, there is a great upswing in number of women that are throwing apron and picking up a briefcase. Ziman mentioned that, “Business profession in particular has seen substantial growth towards levelling out the gender gap. In some traditionally male dominated professions, the percent of working women participants has even surpassed that of men.”
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Supporting Ziman’s study, McKinsey’s report in 2018 also shows that for more than 30 years, women has earned more bachelor’s degree than men. It is a fascinating revolution for women. However, based on the data, women remain underrepresented in the workplace, particularly women of colour. They are lagging behind white men, men of colour, and white women. Company, additionally, does not promote women into manager-level or higher. “Largely because of gender gaps, men end up holding 62 percent of manager positions, while women hold only 38 percent,” study mentioned. Therefore, companies need to change the way they hire and promote entry and manager-level employees to make real progress.
Furthermore, women should also see their value in workforce as women’s role is undeniably crucial to foster diversity that will also help improve company’s financial performance. Crystal Martin in her Ted Talk says, “To success in your career or any career (especially women), is to have someone in a position of influence or power acknowledge, advocate for and advance your ideas. And there are ways to do that.” The steps she offered could not be easy, but it is always worth to try. Without further ado, here are Martin’s ways on how women can be a champion in workforce.
Use amplification strategy
This approach was once used by female staffer in the White House. She used a meeting strategy called “amplification” to repeat key points made by peers and singling them out by name. It, then, led president to call on previously overlooked people more often.
It is similar with women when doing a meeting – they tend to be ignored. Therefore, when you are in a discussion and you hear your co-workers suggest an idea or solution while the others not, repeat the person’s contribution, and her name. Then, redirect the conversation back to her. By saying something like, “Jessica had a really great perspective on this. Jessica, can you remind us what your idea was?” it’ll help her to shine in workforce – or at least in the discussion.
If the person of the original idea is not in the room, help them get involved in future conversations
When one colleague made a great suggestion about how to improve HR practices but she is not there at the meeting. Introduce her and her idea to the team. Try positive approach advises Martin, “You may say, ‘I was at lunch with Priya the other day, and she is really close to this problem. The next time we have a conversation about this, we should have her come in and present. I think she could articulate it well.”
By doing this, it can make a huge impact for both of you – since you show how connected you are to other members on your team and how you are aware of their value.
Remember women who help you become who you are, and pay their efforts forward
No man is an island – we are all beneficiaries of people who assist us and inspire us. Keep looking for opportunities to boost those around you. Martin says, “We must always attempt to lift as we climb every step in our career. There is always someone coming up behind us that we can help advocate for.” Additionally, women should go hand-in-hand to champion each other.
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