According to thousands of comments analyzed by Harvard Business Review in 2012, women are seen as more sympathetic and empathetic than their male colleagues.
The ability to act quickly in the face of terrorism and a global epidemic is one of the important traits that female world leaders, like the prime minister of New Zealand, were praised for.
By enhancing women’s self-esteem, you gain highly motivated workers who establish positive relationships and make crucial decisions that have an impact on your bottom line.
Promote the ideas and voices of other women while giving them due credit.
Say something like, “Patrice, I’m not sure you were quite finished stating your opinion and I’m sure the group would like to listen more of your thoughts,” if you see a team member cutting off or interrupting another person’s speech, whether on purpose or accidentally.
Guide the topic back to what women shared and where their insights came from when women’s ideas are overlooked or “stolen.” In a similar vein, you can support other women’s efforts by praising their initiatives and successes. By emphasizing how their projects benefited your group or the company, you may make them stand out.
Ask the host of an event you’ve been welcomed to if you can invite someone you’re mentoring or helping.
Networks are crucial to your professional success, however, not everyone has equal access to the networks that can present them with job prospects. Your upbringing, education, and employment history all have an impact on how successful you are. If you have benefited from these things, it is your duty and opportunity to do the same for others.
You may be a valuable mentor regardless of where you are in your professional life. What a wonderful thing you could do to help others and open doors while managing your professional development. By taking them to socializing events and presenting them to people that may be able to support or advocate them further, you can aid others in entering the areas that can help them advance once you have reached the position where you can do so.
Discuss your experiences with other women.
You may give other women perspectives they can gain from—and make them feel less alone—when you allow yourself to be honest and speak up about what you’ve encountered in your professional life. Even though it might begin in small-talk exchanges with one person, it’s crucial to be ready for bigger situations, especially if you’re a manager or leader.
For instance, the Chronicle of Philanthropy reported on its front page in 2018 that one in four recruiters had experienced workplace sexual harassment, mostly from donors. I gathered my staff to discuss this piece so that they would hear me emphasize that their security and well-being always come first. We had an open discussion about how to manage it if they felt uneasy in a circumstance after I shared my journey as one of the statistics.
I frequently get the question of how to tell whether someone is revealing too much. Would this help me connect more authentically or develop a relationship with this person? is what I question myself.
Share salary specifics.
It’s critical to be transparent about your income in order to advance transparency and, over time, close the gender pay gap. Women must be aware of what to demand in the setting of their profession and function in order to achieve gender pay fairness.
Even with the simple things, act the part.
No matter how challenging it may be, providing inspiration for other women by acting in a positive manner every day enables them to see how they may advance and succeed in their jobs and resist social conventions and practices that have historically hindered women in the workforce.
For instance, don’t ignore compliments because it feels difficult to be the center of attention or because you are fixated on the presentation’s one area of improvement. Do not undervalue your efforts because you believe that such actions are “simply doing your job.” Say “Thank you” instead, and mean it. Recognize your own excellence and express gratitude that it was seen by others. Additionally, you’ll demonstrate to the other ladies in your area how easy it is to acknowledge accomplishment and accept compliments.
Support working mothers.
- Speak out against behaviors that disproportionately impact mothers.
An element of the prejudice against working moms and pregnant women, according to Joan C. Williams’ What Works for Women at Work, is the idea that they aren’t as committed to their employment. In order to change this, both what is being said—by stopping remarks about working mothers who hurry out of the workplace at 5 p.m., for instance, what is not being said must be addressed. Even if you are a working parent and may not directly encounter what others go through, be sympathetic to and an advocate for others. Working mothers shouldn’t be the only ones to voice their concerns about official and unofficial office rules that harm them.
- Be mindful of scheduling…
To be considerate of the requests on people’s schedules, some companies impose restrictions on the times that meetings can be held. You can still acquire a personal habit of only planning appointments after (or before) a specific time if your firm isn’t one of them. This is more welcoming since, let’s face it, nobody likes to rush into an early-morning meeting!
- …as well as rescheduling.
Meeting schedules frequently vary to accommodate unforeseen demands of the workplace, which can be frustrating for everyone but can be particularly difficult for working mothers. They might need to leave early to make it to parent-teacher conferences or have scheduled time to pump. Consider how changing a planned meeting can affect others and provide as much warning as you can.
- Find out how they wish to be supported.
Ask a working mother for advice if you’re unsure of how to help her. Even if she doesn’t yet know the solution, she will be appreciative of the acknowledgment. A woman could use your support whether she has been juggling work and motherhood for years or has only recently returned to the workforce after taking parental leave.