Preparing For Tomorrow

Women leading in the next normal

The world needs great leaders. Collectively, we are navigating a global health crisis, unimagined economic challenges, with individuals and organizations pivoting to answer the demand. In this environment, there is an accelerating call for skilled, innovative and empathic leaders as the world becomes more interconnected and economically interdependent and the future of work is redefined.  
 

It is worth noting that countries effectively managing the pandemic are run by women. From New Zealand's Prime Minister Jacinda Ardern, to the Chancellor of Germany, Angela Merkel, along with leaders from Iceland, Finland, Denmark and Taiwan these women are telling the truth and acting with love. Each is rising to the challenge and doing so with decisive and compassionate leadership. Norway’s Prime Minister, Erna Solberg, is responsible for the brilliant idea of using television as a means to ease the fears of children. 
 
What history has proven true is when women thrive everyone thrives. The following is an exploration of how the current environment influences change. How women can prepare for leadership roles and organizations for equitable inclusive cultures.  

Re-introducing the Essential Worker and WFH

COVID-19 has transformed the way we live. Once invisible, workers are now defined as essential contributors. These individuals are keeping others safe, making sure a sense of normal exists, and keeping the country running. These courageous workers are some of the most undervalued, underpaid and at risk roles. The pandemic is awakening the country to the deep disparity of privilege and opportunity. Women, particularly women of color make-up a significant number of the essential workers and moving forward we will be required to reconcile the true value of these roles and equity in the workplace. For example, women comprise of:
 

91 % of all Registered Nurses 83 % of all Social Workers 79 % of all Elementary and Middle School Teachers 75 % of all Cashiers 53%  of all Pharmacists  Source: US Census Data and US Labor and Bureau of Labor Statistics

 
The coronavirus has accomplished what CIO's have been unable to achieve over decades; it created a demand for remote work capabilities. The business community response to the health crisis proved with few exceptions remote work is possible and may be preferred. Working from home (WFH) is now standard for many professionals and will continue in some form until there is a vaccine and appropriate testing becomes available allowing office space to be reopened.  WFH may become a standard process.

Although commute time is eliminated, for many women WFH means not only are they managing job responsibilities and often experiencing gnawing concerns over potential job loss. They are juggling an increase in household duties, becoming around the clock caregivers and seasonal teachers.    

COVID-19 may be rolling back progress women have made in the home and workplace. Anecdotal evidence is already building on social media. One striking Twitter discussion thread speaks to the increased number of academic publication submissions by men as compared to women. Since it is imperative to publish, the reduced submissions make it less likely women will meet the requirements for consideration of a leadership role if the trend continues. We must be vigilant to ensure the progress women have made in the workplace continues and grows.

Why Women Leaders?

Leaders come in all shapes, sizes, genders and colors with different skills and styles. Studies find there are significant benefits to women in leadership. The Morgan Stanley Gender study stated: “Gender diversity, particularly in corporate settings, can translate to increased productivity, greater innovation, better decision-making, and higher employee retention and satisfaction.”  

Women leaders are often considered very approachable and accessible which leads to higher employee engagement, performance and job satisfaction. The Caliper study identified four qualities that distinguish women's leadership. These align with what I have experienced working with clients, networking, and speaking with friends.
 

Women leaders are more persuasive than their male counterparts. When feeling the sting of rejection, women leaders learn from adversity and carry on with an "I'll show you" attitude. Women leaders demonstrate an inclusive, team-building leadership style of problem-solving and decision making. Women leaders are more likely to ignore rules and take risks. Source: Caliper Study

Women make up 47% of the workforce, yet remain underrepresented in senior roles. Why - because women do not have access to the same opportunities men do. Women rise to a point in their career and then encounter the broken rung of the career ladder. Women get stuck in entry-level positions which limit the number of experienced women available for the management candidate pool.  

The limited pipeline of opportunities and access for women is not new. At times, both conscious and unconscious bias influences career decisions made by employers. It's common to hear how women were never asked to travel once they had children which resulted in lost career advancement. Or, how women are natural note-takers; supporting the illusion women are better suited to clerical roles then becoming decision-makers with authority. 

Women remain underrepresented in senior management. Research from Women on Boards 2020 spotlight that women hold a mere 20.4% of board seats in Russell 3000 companies as of June 30, 2019, despite making up over 50% of the workforce. Findings from the recent McKinsey gender study showed only 24% of C-Suite executives were women. 

Those who make it up the management mountain often face the "Glass Cliff".  Michelle K. Ryan and S. Alexander Haslam developed this social science theory which outlines how women are often put into leadership roles when there is a crisis. Although some are successful, when they are not, failure is too often viewed as personal vs. situational which increases the bias against women and delays opportunities for other women candidates to attain the role. 

1. Increase self-awareness; cultivate a practice of deep listening through meditation. Quieting your mind to hear your inner wisdom during a busy day refuels the body and soul. It offers the opportunity to reset your mindset from fear to focus.

2. Acknowledge there is an opportunity gap in the workplace -- and strive to close it. Speak up. Step up. Say yes to opportunities that support your goals even when it uncomfortable at first. Let go of the quest to be perfect or know all the answers. Be willing to stretch, ask for help and build your resilience.   

3. Find your tribe -- the group of people that believes in you supports you and will tell you the truth. Explore networking as a way to be of service. Look to how you can help another and the ripples of good will follow. Most importantly - be the authentic you.

Create a welcoming culture. Inclusion means providing opportunities for everyone to thrive and feel a sense of belonging. Conduct on-going education programs, ensure equal pay and access to decision-makers as mentors and sponsors.

The Center for Talent Innovation found: "A diverse workforce can be a potent source of innovation, as diverse individuals are better attuned to the unmet needs of consumers or clients like themselves.”

1. Look at the numbers; is the business attracting and retaining women at the same rate as men? 

2. Conduct an audit to ensure pay equity. If there is a misalignment take action to rectify it as technology company Salesforce did; funding over a million dollars to correct the situation and committing to a regular audit.

3. Create mentorship programs to help women navigate academic and business scenarios, learn new skills and prepare for promotions or even launch a business. Champion women and their causes; give credit where credit is due.  

The most common complaints I hear among women are that they are being talked over in meetings or having their ideas snagged. Be an ally and refocus the conversation during a meeting by stating the woman's name and acknowledging her contribution.

4. Allow schedule flexibility for men and women; encourage well-being and health initiatives. 

5. Listen to the people; is the organization living the values posted on the wall? Accepted behaviors have to align with core organizational values to craft and sustain an inclusive culture. 

The workplace tomorrow will be significantly different than in the past. It will require individual action with collective consideration. Increasing women in leadership is an important step on the path towards creating a world that works for everyone. 

Judith Lukomski is the Chief Evolution Officer and Founder of Transitions Today® Inc. a progressive brand leadership and social impact firm delivering advisory services and programs to transform the future of work. With a passion for purpose, Judith works with leaders and organizations to re-imagine the workplace; create high performing, profitable businesses and NPO's. She is an advocate for women in leadership and inclusion, an expert speaker and a dedicated connector.   Visit www.transitionstoday.com  Connect Judith Lukomski