Why the male psyche is so predestined for domination is a topic ripe for debate. However, I think at some point we have to bring all this ego-driven domination behavior to a halt and realize that women are in fact smarter than their male counterparts, particularly when talking emotional intelligence.
Female equality in the workplace isn’t just something that “should” be universal; the advancement of the species depends on it! Certainly the future of business does. There are so many out there who’ve shown what an aggressive businesswoman can do when she puts everything she has into an action plan.
Here’s 8 tips to bring more female equality to your workplace:
1. Don’t treat them as equals.
(Gasp!)
Women are different. From certain times of the month where their clock is all over the place, to the fact that most of them are likely doing double duty (over their spouse) at home, female professionals have it tougher than many of the men they work with. Try giving them a little space now and again, to get themselves centered and in the game at work if forces outside work are bringing them down.
2. Be open to listening and identifying problems inside the business.
Particularly problems that compromise the atmosphere of female equality you’re trying to grow and maintain. Watch carefully for sights and sounds of sexist behavior and comments. When your female workers come to you with problems, listen to them. When/if they decide to leave, ask them if there are any problems inside the workplace you need to be aware of — make everything shared anonymous.
3. Be conscious to the importance of family commitments.
Obviously, if someone comes to their supervisor and asks for time off or an early exit from work, with appropriate notice, you should allow them that time if it’s doable. But also keep in mind the importance of adhering to the scheduling of meetings and special company events. Meetings should never run past their scheduled conclusion times. Your female workers are mothers and grandmothers and likely have after school pickups, recidals, soccer games, and a meal to make for their families outside their work life.
4. Encourage promotions but don’t force them.
And don’t hold it against them if they do pass up a promotion. The time just may not be right for them professionally, or may not fit into their professional life. Offer promotions to the women who’re qualified and if they turn them down, don’t be afraid to offer again when the next position opens up.
5. Don’t promote anyone you wouldn’t work for yourself.
This is simple. Don’t promote the women who work in the company solely on their gender, to appear like you’re a women’s lib advocate. This is no different than promoting to fulfil some ridiculous racial quota in the company. Nobody (everybody) wants to see this scenario unfold at work. Promote those who most deserve it, whether male or female, or you’ll have a mutiny on your hands!
6. Business lunches over business dinners.
This should be mandatory regardless of gender. Many professionals who’ve moved into their mid to late 20s and beyond are parents. They don’t want to have to sacrifice their family or personal downtime to spend two or three more hours with coworkers after work. Ban those business dinners ASAP, unless absolutely necessary (ie., sales and other client work).
7. Don’t forget about your junior female staff.
Maybe they don’t yet have all the boxes of the job description checked. That doesn’t mean they can’t do the job, does it? Encourage upward mobility, regardless of age. This gets back to emotional intelligence — women can assimilate and learn the intracacies of a new job much more efficiently than most of the males in your workplace. In fact, some studies show that it’s the fact women are so often discriminated against that makes them learn so much more quickly.
8. Pay fairly.
Seriously? Nobody should have to tell you this. Equal pay for equal work. Gender should never be a consideration for how much a worker is paid.
Share your thoughts on female equality in the workplace…
Main Image Credit: European Parliament/Flickr
