Inclusive Leadership: 9 Effective Ways to Elevate Women in Your Team
November 23, 2023
In my role as a male department chair at Loma Linda University School of Pharmacy with predominantly female faculty, I have witnessed the additional hurdles women face in the professional realm. This perspective is bolstered by comprehensive studies, including those from the University of Pittsburgh Experimental Economics Laboratory, which reveal a stark disparity: only seventy-two women are promoted to managerial roles for every one hundred men. This gap is further accentuated when considering that women make up only 7.6% of Fortune 500 CEOs and 21% of C-suite executives.
The crux of this issue lies in the concept of non-promotable tasks (NPTs). These are tasks crucial to an organization’s functioning but often do not contribute to career progression. Research indicates that women, particularly in academia and other sectors, are more likely to take on these NPTs. This trend is concerning as it not only affects women’s career trajectories but also undervalues their skills and potential within the organization. The issue is compounded for women of color, who face even greater challenges in this regard.
Addressing this imbalance requires a conscious effort to understand the dynamics of task allocation and to challenge the ingrained biases and practices within our organizations. As a leader, I recognize the need to advocate for equitable distribution of promotable tasks and to ensure that women’s contributions are valued and recognized. By sharing these findings and experiences, I aim to foster a more inclusive and supportive environment for all our faculty members, ensuring that their paths to success are as unencumbered and equitable as their male counterparts. The following nine rules are essential in creating a work environment that not only acknowledges but actively champions gender equity.
1. Call Her by Her Name
The importance of a name in professional interactions cannot be overstated. It is a core part of our identity, and correctly using a person’s name is the most basic form of respect in any interaction. This rule goes beyond mere correctness; it is about actively listening and making the effort to pronounce and spell names accurately. Creating a policy that focuses on this aspect conveys respect and recognition for each team member. It involves discouraging the use of terms of endearment, such as “sweetheart” or “honey,” which can be perceived as patronizing and detract from a professional atmosphere. This practice is more than just avoiding errors; it is a demonstration of active engagement and respect for every individual on the team.
2. Be Someone She Can Relate To
Building relatable connections with team members transcends gender barriers and is essential for a supportive work environment. Utilizing personality assessments like DiSC can aid in understanding and appreciating the diverse communication styles within a team. More than that, it’s about opening up and sharing personal experiences and interests to find common ground. This strategy enables managers to adapt their leadership style to each team member’s unique needs, fostering a positive and supportive work atmosphere. It’s about recognizing that relatability isn’t constrained by gender differences; it’s nurtured through shared experiences, authenticity, and mutual understanding.
3. Don’t Ask, “What Does Your Husband Do?”
Questions about personal life, especially regarding marital status, can inadvertently perpetuate gender stereotypes and biases. Standardizing recruitment and management processes to focus on professional qualifications and experiences is crucial in ensuring fair and unbiased treatment. This means not allowing an employee’s life events, such as marriage or parenthood, to alter perceptions of her commitment and capabilities. It’s about focusing on her skills, achievements, and potential, rather than on assumptions based on her personal life. This rule emphasizes the importance of respecting personal boundaries and evaluating individuals based solely on their professional merits.
4. Don’t Sit in Her Chair
Recognizing and accommodating the unique needs and challenges that women face in the workplace can significantly impact their sense of belonging and value. This rule is about being mindful of personal spaces and belongings, especially for those returning from maternity leave. Ensuring that their workspace is respected and their reintegration is smooth and thoughtful shows consideration and appreciation for their role in the organization. This rule extends beyond physical space; it’s about acknowledging and supporting the whole person, including their life outside of work.
5. Watch the Clock
Managing time and respecting personal boundaries are crucial in the modern workplace. Implementing policies that allow for flexible working hours demonstrates an understanding of the various responsibilities employees may have outside of work. This includes punctually starting and ending meetings, avoiding scheduling meetings outside standard working hours, and fostering a culture that values work-life balance. Such policies reflect an understanding that productivity is not just about the hours logged but also about the well-being of team members.
6. Speak Up So She Doesn’t Have To
Active advocacy for women in meetings and discussions is essential. This involves ensuring equitable representation and immediately addressing any inappropriate behavior or comments. Creating a work culture where everyone feels comfortable and respected when expressing their opinions and ideas is vital. This rule is not merely about conflict avoidance; it’s about actively nurturing an inclusive environment where diverse voices are heard and valued.
7. Don’t Make Her Ask Twice
Transparency and equity in negotiations and requests are critical. Prompt and clear responses to all requests, and avoiding gender biases in negotiations, are key practices. This also involves being proactive in offering competitive compensation and growth opportunities. It’s about ensuring that women, like their male counterparts, receive fair and respectful treatment in all professional interactions, particularly regarding compensation and career advancement.
8. Be an Equal Opportunity Asshole
Equality in the workplace means applying the same standards and expectations to everyone. Providing constructive criticism and challenges as part of professional growth, regardless of gender, fosters a culture of feedback and opportunity. This rule is not about harshness but about ensuring that all employees, including women, are given equal opportunities to demonstrate their abilities and grow professionally.
9. Tell Her That You See Her Potential
Recognizing and communicating a team member’s potential is a powerful motivator. Pairing promotions with executive coaching supports development and growth. It’s important to provide genuine compliments focused on skills and encourage women to take risks and apply for higher roles. This rule is about ensuring women are aware of their value and potential within the organization and encouraging them to aspire to higher achievements.
Creating a workplace where women feel supported, valued, and empowered requires deliberate action and commitment from leaders. Implementing these nine rules can significantly contribute to bridging the gender gap and fostering an environment of equity and growth. This endeavor extends beyond meeting diversity quotas; it’s about genuinely recognizing and nurturing the talents and contributions of all team members. As we strive for more inclusive workplaces, we must remember that these efforts benefit not only women but the entire organization by creating a more dynamic, respectful, and innovative work culture.
For more information see:
- The Good Boss: 9 Ways Every Manager Can Support Women at Work (2021)
- The No Club: Putting a Stop to Women’s Dead-End Work (2022)
Alireza FakhriRavari, PharmD, BCPS, BCIDP, AAHIVP is an Associate Professor of Infectious Diseases at Loma Linda University School of Pharmacy.
