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Thanks to Maggie McGrath for this article about the ninth annual McKinsey & Company Women in the Workplace report, which I co-authored with Emily Field, Lareina Yee, Nicole Hardy Robinson, and Sandra Kuegele, in partnership with Lean In. It's heartening to see women's representation in the C-suite (not to mention women’s ambition) at an all-time high in 2023. True parity remains elusive, however, particularly for women of color. My thoughts on the concept of the “broken rung” and more in Forbes: https://bit.ly/48JYppF 

I really enjoyed talking to Michele C. Meyer-Shipp, Esq., SHRM-SCP (she/her/ella) CEO of Dress of Success Worldwide. Inspiring. Smart. An amazingly thoughtful person who leads many to a better place. She was willing to speak openly about how the narrative of patriarchy affects the perceptions of men and women. Work rhythms, structures and ideologies were never created to center the needs of women's physiological realities. Dressing well is the first step for workplace readiness, and it was great to hear her talk about preparing women both inside and out for the challenges that they will face. There's a lot to be done in terms of workplace culture and steps the environment needs to take to foster talent and enable women to succeed. I also was glad that she brought up the 100 years to gender equity fact. According to the World Economic Forum, it's 132 years to gender equity. Women are hard on themselves, but the fact remains it's not just down to the individual. We can try very hard. But it's more than our own efforts. It's also down to the workplace. What we are talking about is understanding systemic inequity. How does this shape the narrative of our culture? We fail to understand what workplace policies, practices, habits, and norms do not work for women because..we lack imagination! We dare not change because we have always done things in THIS way and we will STICK to doing it that way. This is not the way forward. Sure it's hard to imagine 100 years into the future--but let's give it a try! Ask yourself some questions: are there different kinds of women and men in your organization? Who holds management positions? Who are the parents? Who is single? What's the compensation amount and why? What are your hours? Are you able to be flexible? What is your workplace culture like? What's the commute time? Sick leave? Policies around mental and physical health? How tolerant is everyone? Would you want your daughter to work there? Would you want your partner to work there? Would you want your mother to work there? Would you want your best friend to work there? Address the realities. A good work environment is not a theoretical construct; it's a reality. We all have to work. Let's make it better for everyone. Check out the interview for @wearehpr https://lnkd.in/gN49NkEp Sign up for the Woman. Warrior. Writer. monthly newsletter on women authors, writing, classes, creativity, and more. Go to drstephaniehan.com ~empowering women through narrative~ #drstephaniehan #womanwarriorwriter #ywca #dressforsuccess #womenempoweringwomen #womeninbusiness #equity #diversityequityinclusion

💡 New blog released!💡 👩💼 Women's contributions and presence in the workplace is often undervalued. This is especially true for hybrid and remote teams. Check out our take on 5 ways businesses can help women at work perform better. ps://https://lnkd.in/gK4UVJB8 #womenatwork #businessperformance #LEAD

Hey all, Check out or new blog on helping women at work through the biggest phases that affect their work lives like #pregnancy and #parenting. We also talk about #mentoring and how it can transform careers with the right input. https://lnkd.in/gw7rkn2w

More than the ‘glass ceiling’, it is the 'broken rung' that significantly hinders women's advancement in the workplace. A key contributor? Microaggressions, including locker room talk. In my latest article, I dive into the consequences of these subtle yet impactful behaviors and offer actionable steps for individuals & organisations to stand against it. Let's discuss and inspire change together. #InspireInclusion #IWD2024 Read my article here: https://lnkd.in/gUkBXyU4

Microaggressions continue to be a significant challenge in the workplace, and the impact on women is undeniable. McKinsey & Company and Lean In Women in the Workplace report sheds light on this issue, revealing that microaggressions disproportionately affect women, hindering their ability to thrive in their careers. They often lead to self-shielding behaviours and contribute to a less inclusive workplace culture. But there is hope. Glassdoor's innovative solution, 'Bowls,' offers a platform for candid discussions, creating a culture where microaggressions and other workplace challenges can be surfaced and addressed. It allows employees to share their experiences openly or anonymously, fostering a more transparent and inclusive environment. What can we each do in the workplace? For Men: 1. Amplify Voices: Actively amplify voices of your female colleagues by acknowledging their contributions and standing up against microaggressions if you witness them. 2. Mentorship: Engage in mentorship programs that support women's career growth and offer guidance to help them navigate workplace challenges. IMPORTANT: Make sure this is aligned to the support a woman wants, not assumes 3. Advocacy: Advocate for the implementation of platforms like 'Bowls' in your organisation, promoting transparency and addressing microaggressions collectively. For Women: 1. Create feedback with trusted support: Share your experiences, seek advice, and contribute to a more inclusive workplace via channels that you know will support you. 2. Peer Support: Build strong networks with other women in your industry to provide mutual support and share coping strategies for dealing with microaggressions. 3. Speak Up: It's important to address microaggressions directly and factually with colleagues or managers and encourage open conversations about bias and discrimination. Addressing workplace microaggressions is essential for fostering diversity and inclusion, but it requires active participation from both men and women to create a truly inclusive work environment. #diversityandinclusion #workplaceequality #microaggressions #glassdoorbowls #genderequality #inclusiveworkplace #equalityatwork #diversetalent #workplaceculture #empowerwomen #genderbias #careersupport #diversitymatters #inclusionnow Read the full article here: https://lnkd.in/grMRn5u6 _________  📝 I post about recruitment, people & culture, career, leadership, and mentorship. I work with individuals and teams, providing exceptional talent, and clarity to achieve goals. - Follow Rosey On Recruitment & Career + Rose-Marie Nathan + customise talent partners for more ✅ - DM to work with me 📧

Mind the gap. 41% of women are more likely to experience this… When it comes to toxic workplace culture, there is still a lot of work to be done. Interestingly, the gap between men and women leaving their jobs is the largest it has ever been. We need to start asking why this is? and what can be done about it? Insightful article below. https://lnkd.in/g6jbzCvk

Feeling genuinely appreciated at work is crucial. Recognition helps prevent burnout, particularly for women in management. A strong #diversity and #inclusion effort is vital to attract and retain underrepresented talent, leading to higher motivation, productivity, and retention. Regular, sincere recognition is essential for building equitable and inclusive workplaces. #DEI #retaintalent #womenleaders #recognition #diversityatwork #retention #inclusiveworkplace

👋 𝗛𝗲𝘆 𝗖𝗼𝗺𝗽𝗮𝗻𝗶𝗲𝘀! Let us continue discussing 🄶🄴🄽🄳🄴🅁 🄱🄸🄰🅂 📣 𝗕𝗿𝗲𝗮𝗸𝗶𝗻𝗴 𝗗𝗼𝘄𝗻 𝗕𝗮𝗿𝗿𝗶𝗲𝗿𝘀: 𝗘𝗾𝘂i𝘁𝘆 𝗶𝗻 𝘁𝗵𝗲 𝗪𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲 🏢 👥 🌍 Imagine a world where everyone is treated equally at work, regardless of their gender. Sounds ideal, right? But the reality is, 𝘄𝗲'𝗿𝗲 𝘀𝘁𝗶𝗹𝗹 𝗯𝗮𝘁𝘁𝗹𝗶𝗻𝗴 𝗱𝗼𝘂𝗯𝗹𝗲 𝘀𝘁𝗮𝗻𝗱𝗮𝗿𝗱𝘀 𝗶𝗻 𝘁𝗵𝗲 𝘄𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲 𝗶𝗻 𝟮𝟬𝟮𝟰. 📑💡 A blog by Amanda Nieweler sheds light on this issue. It talks about the 𝘂𝗻𝗳𝗮𝗶𝗿𝗻𝗲𝘀𝘀 𝗼𝗳 𝗱𝗶𝗳𝗳𝗲𝗿𝗲𝗻𝘁 𝗲𝘅𝗽𝗲𝗰𝘁𝗮𝘁𝗶𝗼𝗻𝘀 𝗳𝗼𝗿 𝗺𝗲𝗻 🚹 𝗮𝗻𝗱 𝘄𝗼𝗺𝗲𝗻 🚺, even when they're doing the same job. For instance, men can be praised for being assertive and confident 💪 while women are criticized for the same behavior and are labeled as "bossy" or "aggressive". Older employees can be perceived as less competent, and the list goes on. 😔 𝗦𝗼𝘂𝗻𝗱 𝗳𝗮𝗺𝗶𝗹𝗶𝗮𝗿? 🔬📊 Another study published in the 𝐀𝐜𝐚𝐝𝐞𝐦𝐲 𝐨𝐟 𝐌𝐚𝐧𝐚𝐠𝐞𝐦𝐞𝐧𝐭 and discussed by Ana Popovich in Whistleblower Blog reveals that women are more likely to face retaliation when 𝘃𝗼𝗶𝗰𝗶𝗻𝗴 𝗰𝗼𝗻𝗰𝗲𝗿𝗻𝘀 𝗶𝗻 𝘁𝗵𝗲 𝘄𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲. This retaliation is often because they're '𝙙𝙚𝙫𝙞𝙖𝙩𝙞𝙣𝙜 𝙛𝙧𝙤𝙢 𝙚𝙭𝙥𝙚𝙘𝙩𝙖𝙩𝙞𝙤𝙣𝙨 𝙤𝙛 𝙝𝙤𝙬 𝙩𝙝𝙚𝙮 𝙖𝙧𝙚 𝙚𝙭𝙥𝙚𝙘𝙩𝙚𝙙 𝙩𝙤 𝙗𝙚𝙝𝙖𝙫𝙚, 𝙩𝙝𝙚 𝙘𝙖𝙣 𝙛𝙖𝙘𝙚 𝙗𝙖𝙘𝙠𝙡𝙖𝙨𝙝 𝙖𝙣𝙙 𝙧𝙚𝙩𝙖𝙡𝙞𝙖𝙩𝙞𝙤𝙣 𝙖𝙩 𝙬𝙤𝙧𝙠', confirming an inherent bias towards women. 🔄 The question is: 𝘄𝗵𝘆 𝘀𝗵𝗼𝘂𝗹𝗱 𝘁𝗵𝗲 𝗼𝗻𝘂𝘀 𝗯𝗲 𝗼𝗻 𝘄𝗼𝗺𝗲𝗻 𝘁𝗼 𝗮𝗹𝘁𝗲𝗿 𝘁𝗵𝗲𝗶𝗿 𝗯𝗲𝗵𝗮𝘃𝗶𝗼𝗿 𝘁𝗼 𝗲𝘃𝗮𝗱𝗲 𝗿𝗲𝘁𝗮𝗹𝗶𝗮𝘁𝗶𝗼𝗻? The real change needs to come from within the 𝗼𝗿𝗴𝗮𝗻𝗶𝘇𝗮𝘁𝗶𝗼𝗻 itself, which 𝘀𝗵𝗼𝘂𝗹𝗱 𝘀𝘁𝗿𝗶𝘃𝗲 𝘁𝗼 𝗲𝗿𝗮𝗱𝗶𝗰𝗮𝘁𝗲 𝗯𝗶𝗮𝘀 𝗮𝗻𝗱 𝘀𝘆𝘀𝘁𝗲𝗺𝗮𝘁𝗶𝗰𝗮𝗹𝗹𝘆 𝗮𝗱𝗱𝗿𝗲𝘀𝘀 𝘁𝗵𝗶𝘀 𝗽𝗿𝗼𝗯𝗹𝗲𝗺. 👩💼👨💼 Otherwise this double standard can lead to a #toxicworkplace, decreased productivity, increased staff turnover, #legalissues and even lost job opportunities. These are problems we can't afford to ignore. 🚀🌈 But there's hope! Employers can take steps to eliminate these double standards. From #eliminatingbias in performance metrics, building fair policies where #bias is removed, and a culture that encourages speaking up can make a huge difference. As employees, we can educate ourselves, challenge our biases, and support diversity initiatives. 📢 𝗜𝘁'𝘀 𝟮𝟬𝟮𝟰, 𝗳𝗼𝗹𝗸𝘀! 𝗟𝗲𝘁'𝘀 𝘀𝗽𝗲𝗮𝗸 𝘂𝗽 𝗮𝗻𝗱 𝗰𝗿𝗲𝗮𝘁𝗲 𝗮 𝗳𝗮𝗶𝗿𝗲𝗿 𝘄𝗼𝗿𝗸𝗽𝗹𝗮𝗰𝗲 𝗳𝗼𝗿 𝗲𝘃𝗲𝗿𝘆𝗼𝗻𝗲. 𝗜𝗻 𝗮𝗻 𝗲𝗾𝘂𝗮𝗹 𝘄𝗼𝗿𝗹𝗱, 𝘄𝗲 𝗮𝗹𝗹 𝘄𝗶𝗻. 🏆. Share your experiences and thoughts on how we can remove double standards in the workplace. Together, we can make a change. 👇💪 #GenderEquality #WorkplaceEquality #DiversityAndInclusion #BreakTheBias #SpeakUp #EqualPay #WomenInLeadership #NoMoreDoubleStandards #WorkplaceCulture #ChangeTheWorkplace #2024EqualityGoals #Empowerment #FairTreatment #TimeForChange #RetaliationFreeWorkplace

The 9th annual Women in the Workplace report from McKinsey and Lean In reveals that women are not lazy in seeking better work-life boundaries. The data shows that women are as committed to their careers as their male counterparts, even though they disproportionately dominate the highest levels of company leadership. This contradicts the notion that "lazy girl jobs" have become a trend on TikTok. Check out this Forbes article to learn more.