Challenges in sustaining feminist workplace values

Here's a hard truth: Even 'progressive' workplaces can be uncomfortable for women. Shocking? It shouldn't be. Let's break it down: The Myth: ✅ More women = safer space ✅ Progressive policies = problem solved ✅ Diversity training = job done The Reality: • Only 22% of women feel a strong sense of belonging at work • Health issues like menopause remain taboo • Toxic dynamics exist even in female-dominated spaces So, what's the real solution? Let's get tactical: 1. Cultivate Psychological Safety Create an environment where women can voice concerns without fear. This isn't just about having an "open door policy" - it's about actively encouraging and valuing diverse perspectives. 2. Normalize Women's Health Conversations Break the silence around women's health issues. When we can discuss these topics openly, we create a more inclusive and supportive workplace for everyone. 3. Address Subtle Biases Don't let small slights slide - they add up to big problems. Empower everyone to speak up when they notice bias, no matter how subtle. 4. Foster True Belonging Diversity isn't just about numbers - it's about creating a culture where everyone feels they truly belong. Build bridges across departments and hierarchies to create a more cohesive workplace. 5. Redefine 'Safety' Holistically Safety isn't just about physical well-being - it's about creating an environment where women can flourish in all aspects of their professional lives. Regular check-ins and audits can help ensure we're continuously improving. A truly safe workplace isn't built on policies alone. It's cultivated through consistent actions, open dialogue, and a willingness to be uncomfortable in pursuit of real change. P.S. What's one action your workplace needs to take to be safer for women?

When we think about women's safety at work, when was the last time we thought beyond physical security measures? We often limit the conversation to CCTV, security personnel, or late-night cabs. But safety extends far beyond these physical aspects. Emotional and psychological safety are just as crucial. Many women are silently forced to step back from pursuing their careers—not because they lack ambition or due to safety concerns, but because of the perceived threat of an unsafe work environment. This withdrawal isn't just a personal loss; it's a loss for the workforce and for our country's economic growth. But there's more to consider than just physical safety. Casual objectification, often disguised as "harmless" jokes or offhand comments about appearance, can erode a woman's confidence over time. These seemingly insignificant remarks send a clear message about how we value people. And it's not only men who contribute to this culture. Women can sometimes undermine each other too—through competition, exclusion, bad-mouthing, or silence. When women pull each other down, it reinforces the very barriers we should be breaking. So, what can organizations do differently? - Create a zero-tolerance policy for objectification: Strong policies against inappropriate comments must be backed by training and real consequences, ensuring that everyone understands that respect is non-negotiable.  - Empower employees to call out "harmless" behavior: Create safe channels where everyone can challenge casual sexism and disrespect without fear of retaliation. A silent workplace is a complicit one.  - Foster collaboration, not competition: Introduce mentoring and peer-support programs where women can lift each other up rather than feeling the need to compete in male-dominated environments.  - Hold leadership accountable: It's essential for leaders, both male and female, to set the tone and call out behavior in real-time. Culture change starts at the top.  - Change the culture, not just policies: A workplace free from bias is a place where women will feel empowered to rise into leadership roles, shaping the future of the organization. A company with gender balance at every level performs better, innovates more, and builds trust. Safety isn't just about protection—it's about creating a workplace where everyone can focus on their work, free from distractions, discomfort, or fear. When we address the full scope of safety—emotional, psychological, and professional—we create environments where people can truly thrive. In the end, it's not just about protecting women—it's about ensuring that the best ideas, the most innovative minds, and the fullest potential can come forward. A balanced, respectful workplace benefits us all. #WorkplaceSafety #GenderEquality #InclusiveCulture

Patriarchy isn't just about power or male dominance—it's about the systems that support it. We often think of patriarchy as an outdated mindset held by individuals, but in reality, it's embedded into the structures and processes that shape our workplaces. Policies, unspoken norms, and even performance expectations can reinforce this imbalance. Tackling inequality is impossible unless we rethink the systems that sustain these inequalities. So, how do we start? ⚡ Examine The Success Criteria: Are we hiring and promoting based on stereotypically "masculine" traits, like assertiveness, dominance, confidence and aggression? Or are we considering diverse leadership styles that value collaboration and empathy? 💥 Rethink Workplace Norms: Is presenteeism, working late, and ignoring those who contribute equally but balance caregiving duties always rewarded? Flexibility shouldn't be seen as a lack of ambition. 👉 Challenge "Fit" Biases: When evaluating someone for a role, are we unconsciously seeking someone who looks and acts like previous leaders rather than what the organization needs? This narrows the pool of who "belongs" in leadership. 👏 Action starts by examining our structures—not just individual actions—and ensuring that we're building environments where everyone can thrive, regardless of their background or leadership style. ✍️ What systemic change have you seen work? #GenderEquity #InclusiveLeadership #DiversityAndInclusion #BreakTheBias #CorporateChange #LeadershipDevelopment #WorkplaceCulture 🌱

It’s one of my missions to contribute to creating more inclusive workplaces around the world. Workplaces that have more women in leadership roles, that value their unique strengths and contributions, that support them to succeed, and that pay them equally. With less than a third of UN nations having ever had a woman as leader, and full gender equality estimated to be over 300 years away, it’s clear that we have a lot of work to do - but together, I know we can create huge ripples of change that support women to rise. One of the first steps? Dismantling the paradoxes of power that hold women back, and that feature in the majority of workplaces. There are 6 paradoxes of power that impact how women work, lead and live, and that I’ve written about and explored in my book Women Rising: The forces that hold us back, the tools to help us rise. 1. ‘Be a leader, but not like that’ - The Leadership Paradox, that insists that women lead like men, and not as their authentic selves. 2. ‘Be a great mother, but work like you don’t have children’ - The Motherhood Paradox, that leads to women being harshly judged, in ways that men aren’t, when their parenting responsibilities become visible in the workplace. 3. ‘Be empowered, but in a system that disempowers you’ - The Empowerment Paradox, where women are expected to be empowered in the very systems where biases and processes set them up for failure. 4. ‘Be successful, but in a sea of expectations’ - The Success Paradox, that highlights the challenges that women face when they strive to create a definition of success that’s in conflict with societal expectations and gender norms. 5. ‘Be more confident, but don't be assertive or aggressive’ - The Confidence Paradox, that often holds women back from asserting themselves and using their voice, and that limits their leadership opportunities. And lastly 6. ‘Be visible, but don’t promote yourself’ - The Visibility Paradox, which asks that women walk the impossible tightrope between self-promotion and humility, and prevents them from being recognised for their achievements. If you’ve ever been told to be ‘less emotional’, been spoken over in a meeting, had your ideas and inputs discredited, or had someone suggest that you wouldn’t be interested in a promotion because you have kids at home - you’ve been a victim of one of the paradoxes of power. In fact, I’m yet to meet a working woman who hasn’t been impacted by, or witnessed, the paradoxes of power at play. Over the coming weeks I’ll be unpacking each paradoxes of power in depth, so you can assess How you’ve been personally and professionally impacted by them What you/your workplace can do to dismantle them and find solutions to create an inclusive path forward. You can learn more about my book Women Rising: The forces that hold us back and the tools to help us rise, where I explore the paradoxes of power in depth, at womenrisingbook.com #womenrisingbook

Women’s participation in the workforce is not just a matter of inclusion, it’s an economic growth multiplier.   Yet, hiring women is only the first step. The real challenge lies in ensuring they are able to stay, grow, and succeed in their roles.   We partnered with the The Udaiti Foundation to explore the lived experiences of women in India’s blue- and grey-collar economy. The findings are honest and concerning: * Income insecurity: 54% of working women are unhappy with their pay; 80% save less than ₹2,000/month. * Mobility barriers: 57% face transport challenges, and 11% feel unsafe while commuting; especially during night shifts. * Workplace safety gaps: 1 in 5 women feel unsafe at work, rising to 1 in 3 in places lacking basic infrastructure like CCTV and lighting. * Growth pathways: 21% cite limited career growth as a reason to exit. Postgraduate women with more than one year tenure are 3x more likely to leave if they don’t see upward mobility. * Rigid environments: 28% report difficult hours and high work pressure, with one-third attributing it to a lack of flexibility.   These aren’t just operational hurdles, they are systemic inefficiencies that hold back national productivity. Bharat cannot become a Viksit Bharat by 2047 or reach a $35 trillion GDP if half its population—its women—is left out of the workforce. #WomenInWorkforce #GenderInclusion #BlueGreyCollar #WorkforceParticipation Quess Corp Limited

Women are breaking into the C-suite, but the leadership pipeline is leaking—it’s time we fixed it. Hello Friday. Over the last decade, we’ve witnessed tangible progress for women in corporate leadership, with nearly 30% of C-suite positions now held by women. Yet, the latest Women in the Workplace 2024 report from McKinsey & Company and Lean In reminds us how fragile these gains are. Beneath the surface, the leadership pipeline is not as strong as it seems—particularly for women of color. Alarmingly, the report projects it will take another 50 years to reach full parity for women in corporate America at the current pace. The research also shows a troubling disconnect between the policies companies have implemented and the lived experiences of women at work. Yes, more organizations have formalized initiatives to support women and foster inclusion, but these efforts have not yet translated into day-to-day improvements. The status quo is still persistent: women’s experiences in the workplace are shockingly similar to what they were several years ago. As we’ve discussed, women are also disproportionately affected by burnout, which is being compounded by policies like return-to-office mandates. Many women, especially working mothers, rely on flexible working arrangements to balance their careers with caregiving responsibilities. As companies push for more in-office work, burnout risks intensify, further hindering women’s ability to advance in their careers. In the face of these trends, what’s most concerning is the decline in corporate commitment to diversity at a time when companies should be doubling down. As organizations grapple with economic headwinds, diversity efforts are often the first to be scaled back—just when women, and especially women of color, need more support to break through systemic barriers. Here’s the truth: Progress without sustained action will backslide. As the report highlights, women are still ambitious and committed to their careers. Now, it’s on companies to meet that ambition with an equally steadfast commitment to change. This is not just a moral imperative; it’s a business one. Companies that cultivate diverse leadership are proven to be more innovative, agile, and successful. It’s time for organizations to commit fully to culture-driven change—because if we don’t act now, we risk losing the momentum we’ve built, and with it critical talent, creativity, and innovation. Full report: https://lnkd.in/e4RqMRpD? #HelloFriday #Leadership #WomenInLeadership #Equity #DiversityAndInclusion #WomenInTheWorkplace #BusinessStrategy #WorkplaceCulture #HumanCenteredLeadership

Performance evaluations and promotional criteria are broken in part because they don't often reward the behaviors that promote strong culture which in turn result in long-term benefits. It is both frustrating and mind-boggling to see. But this also has another negative impact. According to the 2023 Women in the Workplace Report, women leaders do more to support employee well-being and foster diversity, equity, and inclusion than men at their level. This work dramatically improves retention and employee satisfaction, yet it is not formally rewarded in most companies. What gets measured gets done, and it shouldn't fall solely on managers to figure out. Organizations can and should integrate effective coaching, staff development, and fostering diversity, equity, and inclusion into the criteria used to evaluate teammates and determine promotions. Doing so supports the retention and advancement of women, and shows a true commitment to employee well-being, engagement, and inclusion. Let's define what this looks like and what outcomes are desired. It's time to take action and make sure that our evaluation and promotional criteria align with our values.

99% of companies will celebrate women and their achievements today. 99% of companies will talk about empowerment. 1% that will tackle the real issues: 👇 1️⃣ Limited Representation in Decision-Making Women continue to be underrepresented in places where key decisions are being made, resulting in decisions that do not reflect diverse perspectives and priorities. 2️⃣ Unclear Performance Criteria Women often face subjective performance evaluations that lack transparency, leading to disparities in opportunities for advancement and recognition. 3️⃣ Double Standards Gender biases create unequal expectations and treatment, where assertiveness in men may be praised as leadership while the same trait in women is labeled as aggressive or bossy, hampering their professional growth. 4️⃣ Authority Gap Despite qualifications and competence, women encounter barriers to accessing positions of authority, including unconscious biases, lack of mentorship opportunities, and entrenched gender norms that hinder their progress. 👉 To truly empower women in the workplace, it's imperative for companies to confront and address these structural barriers. I hope that today you are in that 1% of companies that will challenge the status quo and pave the way for meaningful change.

There have been growing concerns that the recent pushback against DEI programs is negatively impacting women's career advancement and representation in leadership roles, especially for women of color. A key reason for this effect is the decline in funding and support for DEI initiatives, driven by political and cultural resistance, which has led companies to place less emphasis on DEI efforts. Rather than abandon DEI, companies need to double down on and improve their efforts. Diversity must remain a strategic priority. Bias training can't just be a checkbox; it must be ongoing. Hiring panels should be diverse. Promotion and compensation gaps must be audited, understood, and addressed. Women have fought too hard for too long to be held back now by misguided backlash. https://lnkd.in/g4CqeKZJ