Female empowerment has always been a topic of conversation, and this effort will be front and center in the coming year as women are increasingly empowered as entrepreneurs and in business-wide settings.
Entrepreneurship is on the rise, and women like Sara Blakely, founder of Spanx, and Tory Burch, CEO of Tory Burch, are prime examples of successful women-owned ventures. Recent statistics have shown the increasing power of women and how they are coming forward in these roles as compared to previous years.
According to Global Entrepreneurship Monitor, the Total Entrepreneurship Activity (TEA) of women in the 63 economies studied increased by 10% between the 2015 and 2016 reports, which closed the gender gap by 5%. This increase is advantageous for the future in terms of economic redevelopment and better employee engagement.
Being engaged myself with many IT firms and other businesses, I believe that hearing everyone’s voice is integral and of high priority for a business to be successful. The global economy is adversely affected because of the often inequitable opportunities for women in the workplace. By comprehending each and every employee’s needs and recognizing their achievements, irrespective of gender, companies can work to empower women — and all staff — equally.
This invaluable support by senior management will enhance happiness and confidence levels. When women feel good about themselves within the workplace, more and more will develop the self-confidence and self-reliance needed to start something of their own and come forward as successful entrepreneurs.
I have seen many women who are part of IT organizations get asked, “Why are you in IT?” As if IT isn’t for women. I feel that working with influential women brings out distinctive characteristics to a company’s culture, which further benefits employees. For instance, I see this in their management style, which often allows flex-time schedules and a focus on health and wellness. I strongly feel that more companies must embrace policies to hire an equal ratio of men and women and take steps to empower women when necessary in order to encourage voices to be equally heard.
From my own experience and practices at my agency, here are some ways managers can empower their female employees and create gender equality within their companies.
Unbiased Rules And Fair Opportunities
Women are powerful, and it is mandatory to recognize them for their multitasking personalities. Empowering women to administer and control the workplace allows businesses to move ahead with effective decision making processes and increase revenue.
At our organization, we make sure that each and every employee obtains allowances and benefits equal to those of other employees of the same rank and level of experience.
Proper Education And Training
It is mandatory to have support from the senior managers and abolish segregation in the company’s education and vocational training programs. The management team can make efforts to come up with new rules and principles which allow each and every employee, irrespective of gender, equal access to mentoring programs and training opportunities.
Health And Safety Standards
Our management team works directly on violence and sexual harassment issues that interfere with the productivity of the women on our staff, and the team has made strict rules to overcome these arduous issues. Employers can and should espouse various policies around zero tolerance of violence and sexual harassment — and eliminate offenders without any notice.
Good health is the key to good work, and I believe organizations should devote efforts towards and invest in medical insurance policies for all employees. Permitting each employee medical leave and effective assistance is a sure way to promote gender equality within an organization. Furthermore, employers must ensure proper safety considerations and standards when operations include aspects like late-night shifts or potentially unsafe work environments.
Paid Parental Leave And Childcare Options
The most important phase in a woman’s life, which can have a tremendous influence on her career, is when she becomes a mother. This chapter is a turning point and women often find it difficult to balance work life. But the most important aspect to pay attention to is that women are often equally desirous of career success, and hence, policies like paid maternity leave must be embraced at the workplace.
Many organizations are coming up with new childcare of their own — sometimes right in the workplace. Having worked with many women entrepreneurs, I feel that such policies must be adopted worldwide so that there’s no barrier to their success. And granting paternity leaves are also beneficial, as it scales down the burden on females.
Being the co-founder of an IT firm, I have many women who work at my organization. I personally believe that they are better managers. The team leader of our marketing team is an influential woman and a single mother. Her strength and confidence, in my opinion, correlate to her great work ethic and management skills.
Women just need wings to fly and they can conquer the whole world. As Melinda Gates said, “When we invest in women and girls, we are investing in the people who invest in everyone else.”
A constructive approach is required so that women are given an equal opportunity in the workplace and while starting their own ventures. These efforts will help to further diminish workplace and entrepreneurial gender bias.