Women In The Workplace

How to Address Menopause in the Workplace

2025-01-02T08:50:53-05:00

Supporting women with menopausal symptoms can have a positive impact on both employee well-being, retention and the bottom line of your business.

If you’re not a woman approaching your 50s, you may be wondering why you need to read further. But here’s the thing: Women with menopause are the fastest-growing workplace demographic.

Without the necessary resources and support for women experiencing menopause, your business runs the risk of losing some of your most senior and skilled employees.

They need to educate staff on how to approach the topic of menopause in the workplace with understanding, discretion, and sensitivity.

According to the Labor Bureau of Statistics (LBS), menopause-age women account for almost 30% of the U.S. labor force. The LBS projects that the labor force participation rate for women will continue to increase faster than the average rate for all occupations.

At the same time, women are leaving the workforce because of menopausal symptoms. In a 2022 survey by Biote, 4 out of every 10 women experienced menopause symptoms that interfered with their work performance or productivity on a weekly basis. Seventeen percent have quit a job or considered quitting due to menopause symptoms.

But women who grapple with menopause rarely find workplace support, official company guidelines, or a sympathetic ear. Employees experiencing menopause in the workplace need to know their employer has their back. Without the necessary resources and support, your business runs the risk of losing some of your most senior and skilled employees.

Why employers need to support menopause in the workplace

Women experiencing menopausal symptoms are usually in their 40s and 50s. They’re among your most seasoned leaders. They bring years of experience, wisdom, and institutional knowledge to their roles, often serving as mentors and role models to newer staff.

Keeping and supporting them is vital to leading successful teams, and building diversity and inclusion in the workplace, which leads to greater innovation.

Without the necessary resources and support, your business runs the risk of losing some of your most senior and skilled employees.

“We need to know the organization recognizes, talks about, and openly and unapologetically provides support and resources without us having to disclose,” says Kim Clark, diversity, equity, inclusion, and belonging (DEIB) communications speaker and consultant.

Why menopausal women leave the workforce

Menopause often happens around the age of 50, but the years leading up to menopause, called perimenopause, can be filled with numerous physical, emotional, and mental symptoms that range in severity and duration.

Women can struggle with hot flashes, night sweats, insomnia, weight gain, joint pain, anxiety, depression, memory problems, poor concentration, and mood swings. Many women find the effects so draining and unbearable that they can’t leave the house, much less work productively.

It’s challenging enough to be an older worker in a company culture that prizes younger employees. When menopausal women aren’t simply ignored, they’re frequently the punchline.

“We can understand why women would try to downplay their symptoms of menopause to avoid the crass, insensitive, inappropriate jokes,” Kim says.

Menopausal symptoms might be a topic of concern and conversation among close girlfriends, but it’s taboo among polite company. It’s certainly not the norm in everyday offices, where many women don’t feel comfortable approaching their colleagues and superiors to explain how hot flashes and brain fog are now impacting their formerly stellar work performance.

They fear discrimination in the form of less meaningful work, fewer promotions, and training opportunities — even dismissal.

How to discuss menopause in the workplace

Menopause is different for everyone. Women should be allowed both “the freedom to talk about it, and not talk about it as well,” Kim says.

Employers must build an inclusive and open company culture to help women feel comfortable enough to speak about their menopause symptoms. They need to educate staff on how to approach this topic with understanding, discretion, and sensitivity.

“The company culture and systems need to first be clear on permission to talk about menopause, followed by manager training in context with health and employee well-being, including physical, mental, and emotional experiences,” Kim says. “Storytelling can help foster and set the tone for communication.”

She points to countries such as Australia and the U.K. that are more open about menopause. Spain recently became the first European nation to give workers paid leave for debilitating menstrual symptoms. Institutional awareness “helps men have more empathy and understanding. Not talking about it plays into microaggressions around women being too emotional or angry.”

You can apply this same openness to professional settings. Normalize the topic of menopause so women feel safe to speak and ask for temporary and reasonable adjustments. This doesn’t mean employees should be forced into unwanted discussions, but they should know where to go for assistance.

Sharing educational articles and resources internally demonstrates your company is aware of issues surrounding workplace menopause, comfortable adapting to them, and ready to support affected employees.

“Have systemic and cultural accountability in the organization to ensure those who participate in the jokes or ageist behavior when someone discloses are managed and held accountable,” Kim says.

Business benefits of supporting women with menopausal symptoms

1. Improved employee retention and engagement

We know it costs more to recruit and train a new employee than to retain an existing. A more inclusive and supportive workplace can lead to improved employee retention as women are more likely to stay with an employer that values their well-being. Without workplace flexibility and considerate managers, the cost of absences and missed work adds up quickly.

2. Increased productivity

By providing support and accommodations, such as flexible work arrangements or time off for a doctor’s appointment, businesses can help women manage these symptoms and maintain their productivity.

3. Better employee health

Menopause can increase the risk of health problems such as osteoporosis and heart disease. By providing support and resources for women going through menopause, businesses can help them manage these health risks and maintain their overall health and well-being.

4. Improved workplace morale

Creating a supportive workplace culture that values the well-being of all employees can improve workplace morale and create a more positive work environment for everyone.

How to support women with menopause in the workplace

Lead with compassion and empathy when it comes to menopause and workplace matters. Here are seven steps to take for a more inclusive and supportive employee experience for women:

1. Appoint a menopause champion/specialist within your organization

Designate a willing, informed employee to be the point person on menopause transition issues. They can help make difficult conversations easier by serving as an advocate and also give guidance to colleagues still learning how to discuss menopause in the workplace.

2. Draft a formal menopause policy for your company

This raises awareness among employees, shows managers how to make modifications, and signals to all staffers that they should feel safe bringing their concerns forward. Encourage privacy and discretion through a general, health-related category of support so women don’t have to disclose such personal information.

3. Reassess your employee benefits

Does the health insurance cover hormone replacement therapy? What about testing and treating low bone density and heart health, two risk factors that directly impact menopausal women? Permit employees to take medical appointments during work hours.

Offer menstrual/menopause paid leave, and report it separately from other absences. The Bank of Ireland, for example, allows employees experiencing menopausal symptoms up to 10 paid days off per year. Maven Clinic (No. 1 on the Best Workplaces in Health Care List for small and medium-sized businesses) pairs menopausal women with suitable providers through its digital health platform.

4. Allow flexible working arrangements

Employees exhausted in the middle of the day may still perform well at dawn and midnight, so allow temporary schedule adjustments and remote work as needed for workplace flexibility. For shift workers, frequent bathroom breaks and longer periods of rest can make a huge difference. Modify workloads. Create a private, quiet rest area for employees who can’t work at home.

5. Adapt the workplace environment to support women

Can you provide a desk fan or allow an employee to move directly under an air-conditioning vent or near a window she can open? Due to sudden hot flashes, menopausal women benefit greatly from being able to control their own microclimate.

If your company has a uniform or dress code, make the fabric breathable or relax the code. Avoid white uniform bottoms and ensure back-up clothing is available.

6. Provide support through professional training and ERGs

Teach senior leaders and line managers about menopause symptoms and how they can hinder daily job functions. Encourage staff to lead discussions about menopause and workplace issues, but don’t make any assumptions or requirements.

A great way for people to openly share in a safe space is through a Women Employee Resource Group (ERG), which also allows executive leadership and HR to do some employee listening.

7. Evaluate your hiring practices

“Being wary of hiring older women because there's a possibility of menopause” is similar to the prejudice younger women who may become pregnant face, Kim says. It’s critical to consider whether this sort of hiring manager bias exists in your organization, and seek ways to prevent it.

Menopause is “a real experience for half of the population and companies need to recognize the impact on women's health,” Kim says. “I can tell you from research, people I know, and from my own experience, it's different for everyone, from mild to severe symptoms, and nothing to take lightly.”

With employee retention – especially of experienced workers – at the top of mind, there is a tremendous urgency and opportunity for employers to act on supporting women going through menopause in the workplace.

Are you taking a deliberate approach to account for the shifting demographics of your workforce?

There's no question that leveraging data analytical tools can help you gain a more nuanced understanding of how your employee population is evolving, offering insights that can inform and improve your employee experience.

Through comprehensive employee surveys and data analysis, Great Place To Work 카지노커뮤니티™ details precisely how and where you should invest to strengthen your support for all women and all ages and prevent your best talent from leaving.

Parental Leave: How Much Time Off Do 카지노 커뮤니티 추천 Give?

2024-12-10T03:13:51-05:00

When it comes to your company’s parental leave policy, how does it compare to the Best Workplaces for Parents?

Becoming a parent is a time of great excitement and great planning. There are plenty of things to organize before welcoming a new child into your family — from picking the right stroller to organizing your parental leave.

The United States is still the odd one out globally — no federal parental leave policy, unlike other wealthy nations. But on a slightly more positive note: 카지노 커뮤니티 추천 are stepping up (or at least holding steady). According to SHRM’s 2024 Benefits Survey, 40% of employers are offering paid parental leave, matching last year’s numbers. So, while we’re not exactly racing ahead, we’re not rolling backward either.

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Great Place To Work® Certified™ companies are known to prioritize supporting new parents with robust parental leave policies and special practices catered to parents. These include things like new parent buddies, support for couples in various stages of their fertility journey, and foster care parental leave.

Great Place To Work analyzed data from more than half a million employees with parenting responsibilities to create a list of the Fortune Best Workplaces for Parents™. We found that managerial support, flexibility, meaningful work, and a focus on psychological and emotional health do more than support working parents — they l ead to higher engagement, reduced stress, and increased productivity among employees.

Generous parental leave policies and ample time off are important pieces of this puzzle, but they’re not the whole story.

Because here’s the thing: Parental leave isn’t just about the policy — it’s about how it works in real life. Longer leave doesn’t automatically mean better leave. What matters most is whether employees feel they can actually take that leave without worrying about their jobs or promotions.

Too often, companies write great policies but stop short of the follow-through: Leadership at every level needs to make those benefits feel safe to use.

Because let’s be real: Decent leave you can take beats amazing leave that’s just a line in the handbook. (Of course, amazing leave and the freedom to take it? Now, that’s what makes a workplace truly great.)

Curious to know how your company’s paid parental leave policy compares to the Best Workplaces for Parents? Read on.

How much maternity leave do most companies give?

Maternity leave in the U.S. is a patchwork at best. On average, working moms get around 10 weeks off — paid and unpaid combined — but it’s a complete lottery depending on where you work.

Only 27% of employees have access to paid family leave, and most rely on the 12 weeks of unpaid leave offered under the Family and Medical Leave Act (FMLA). And let’s not forget: You only qualify for FMLA if you’ve clocked 1,250 hours at a company that is large enough to be included in the Act.

By comparison, mothers who work at the Best Workplaces for Parents receive an average of 15 weeks of maternity leave.

How much paternity leave do fathers get on average?

In the U.S., parents are not legally entitled to take paid parental leave, and only 27% of workers in the U.S. have access to paid paternity leave through employers.

While paid paternity leave is becoming more common, the average amount of paternity leave given by U.S. companies is one week.

Compare this to paternity leave offered by the Best Workplaces for Parents, where fathers are eligible for nearly 12 weeks of paid leave.

How much parental leave is optimal?

When it comes to maternity leave, longer isn’t just better — it’s essential. Research shows that giving moms more time off after having a baby does wonders for everyone involved. For babies, it means better health, lower infant mortality rates, and higher chances of breastfeeding success. For moms, it’s about mental health, bonding, and recovering properly — because, let’s face it, childbirth isn’t exactly a walk in the park.

The sweet spot? The International Labor Organization calls for at least 18 weeks of maternity leave and no less than 14 weeks. UNICEF recommends a full six months, or 24 weeks, as the ideal amount of time new parents should receive.

And even the American Academy of Pediatrics recommends six months. This amount of time supports breastfeeding and postpartum depression rates. Plus, countries that offer longer leave see fewer infant deaths and healthier babies.

Let all that sink in. Currently, the U.S. offers an average of 70 days for new mothers compared to UNICEF’s recommended 168 days (24 weeks). That’s a difference of 479%. Perhaps the question isn’t just whether your parental leave is competitive but whether it is healthy. Or even humane.

Top workplaces with the best parental leave policies

The Best Workplaces for Parents don’t just offer generous parental leave — they create an environment where employees feel supported in using those benefits.

On average, these workplaces provide:

15 weeks of maternity leave
- Large companies offer 75 days (72 paid)
- Small & medium companies offer 78 days (75 paid)
12 weeks of paternity leave
- Large companies offer 61 days (53 paid)
- Small & medium companies offer 54 days (52 paid)

The biotech and pharmaceutical industries showed the highest amount of parental leave, with an average of 115 days offered (95 paid) for maternity leave and 89 days offered (51 paid) for paternity leave.

The financial services and insurance sector had the lowest overall, with an average of 59 days offered (all paid) for maternity leave and an average of 48 days offered (45 days paid) for paternity leave. However, these are still well above the number of days offered by most U.S. workplaces.

Large companies with the best parental leave policies

These companies lead the way in supporting working parents through comprehensive support, including generous parental leave policies and a culture that ensures employees feel empowered to use them:

1. Cisco

California-based IT company Cisco hit the number one spot on the 2024 Best Workplaces for Parents list. Cisco has repeatedly topped our list, ranking number 1 since 2020.

Employees said they appreciate the flexibility that Cisco provides to promote work-life balance: “I love that we are given complete flexibility with remote work. As a parent, this is a HUGE benefit for me. I am able to provide at-home nanny care for my child and don’t have a commute, adding unnecessary time to a day that is already too short,” said one employee.

Number of maternity days offered: 65 (65 paid)
Number of paternity days offered: 65 (65 paid)

2. NVIDIA

NVIDIA is another IT company that puts parents first with their care — it offers a whopping 110 days of paid maternity leave (among one of the highest amounts on our list). The company also jumped up two spots from its 2023 ranking.

Employees say that NVIDIA is about people, not policies. “NVIDIA offers benefits I've not seen at other organizations, like the Quarterly Free Days (two extra days off each quarter), where the whole company takes time to relax and rebuild resiliency. Plus, NVIDIA has a big emphasis on family, offering support for infertility and different kinds of families, including adoption, not just standard maternity/paternity packages.”

Number of maternity days offered: 110 (110 paid)
Number of paternity days offered: 60 (60 paid)

3. Hilton

Global hotel chain Hilton jumped three spots on our list from its 2023 ranking and stands out among U.S. employers for its parental leave policies and commitment to work-life balance.

One employee said she particularly appreciated how flexible Hilton is when it comes to her family’s needs: “As a new mother, Hilton and my manager are SO flexible for doctors appts or if she needs to be with me on a call because she’s sick. With ample vacation time too I really feel like I'm encouraged to recharge for myself and to connect with my family.”

Number of maternity days offered: 60 (60 paid)
Number of paternity days offered: 20 (60 paid)

4. Bain & Company, Inc.

Consultancy firm Bain & Company offers one of the highest amounts of parental leave on our list — and all of it is paid leave for both mothers and fathers. This supportive atmosphere comes not just from management but also from fellow “Bainies” who are willing to help out when their coworkers need it.

“Never have I had someone turn me down when I asked for help with a project or to take off to support myself or my family,” said one employee. “The culture is full of Bainies who will go the extra mile.”

Number of maternity days offered: 105 (105 paid)
Number of paternity days offered: 105 (105 paid)

5. American Express

Global payments company American Express puts families first with its generous parental policies and benefits coverage, which includes support for family planning. In addition to 100 days of paid leave for both new mothers and fathers, the company’s benefits can help with the costs of adoption and surrogacy.

Said one employee: “As a parent or person in a family, the tools that Amex provides for people to grow their families is tremendous. There’s comprehensive coverage to support significant costs of adoption, surrogacy and conception/maternity needs. Followed by a super generous family leave policy to enable all parents to be present for their new family members that arrive through birth or adoption. Paid family leave during such a pivotal growth moment is rare in this country, and the length of time Amex provides for its employees is truly amazing.”

Number of maternity days offered: 100 (100 paid)
Number of paternity days offered: 100 (100 paid)

6. Comcast NBCUniversal

This global media and tech company streams entertainment, sports, and news to customers across the U.S. and Europe. Among the benefits employees cite are offers from the company to help pay for childcare services before and after school, during the summer vacation, and for last-minute situations.

“Having a family and living far away from the physical office location, I LOVE and appreciate the hybrid work model that allows me to do the job I love in a way where I have a healthy work-life balance,” said one employee. “카지노 커뮤니티 랭킹 leadership giving us and fighting for that flexibility holds tremendous value for me as a working mom.”

Number of maternity days offered: 100 (80 paid)
Number of paternity days offered: 100 (80 paid)

7. Fannie Mae

Mortgage financier Fannie Mae’s mission is to facilitate equitable access to homeownership and affordable rental housing across America — and its commitment to this carries over into its generous parental leave policies and flexible work arrangements. This year marks Fannie Mae’s debut on the Best Workplaces for Parents list.

“Fannie Mae cares greatly about work-life balance and offers flexible work options including remote, hybrid, and on-site work options, leave for new parents and grandparents, competitive vacation allowances, flexible Fridays, home purchase and home catastrophe leave, and caregiver leave,” said one employee.

Number of maternity days offered: 60 (60 paid)
Number of paternity days offered: 60 (60 paid)

8. Deloitte

New York-based Deloitte offers audit, consulting, tax, and advisory services. The company promises a culture of inclusion, collaboration, and purpose, which can be seen in its generous parental leave policies. Deloitte offers 120 paid days of maternity leave, which is one of the highest allotments on our list.

“When I had my children, I thought the time off and support we received was fantastic, but it’s even better now,” said one employee. “Not only do mothers get paid time off, but so do fathers. And the benefits also apply to parents who are adopting! I have also seen first-hand the support our leaders and their families receive in cases of death or disability. The sense of partnership is truly extraordinary.”

Number of maternity days offered: 120 (120 paid)
Number of paternity days offered: 80 (paid)

9. Zillow Group

Seattle-based Zillow is the most visited real estate website in the U.S. The company jumped over 20 spots this year into our top 10 and offers one of the most generous maternity leave policies on our list, with 20 paid weeks for new mothers.

Employees say the company helps them to maintain a healthy work-life balance: “Management truly takes work-life balance seriously and wants us to enjoy our time with our loved ones,” said one employee.

Number of maternity days offered: 100 (100 paid)
Number of paternity days offered: 60 (60 paid)

10. PricewaterhouseCoopers

With the highest allotment of maternity and paternity leave among the top 10 large companies, New York-based PricewaterhouseCoopers demonstrates a strong commitment to supporting families. Generous benefits and workplace flexibility, such as phased returns post-maternity leave, mean that employees can continue to be there for their families even after they return to work.

“The flexibility to continue pumping to feed my baby and to care for sick children makes being a full-time working mom possible,” said one employee.

Number of maternity days offered: 130 (105 paid)
Number of paternity days offered: 130 (60 paid)

Small & medium-sized companies with the best parental leave policies

When it comes to supporting working parents, these small and medium-sized businesses go beyond the basics. Sure, they offer generous parental leave policies. But what really sets them apart? They’ve created workplaces where parents actually feel supported — and not just on paper.

Here’s our 2024 list of the Best Workplaces for Parents among SMBs.

1. WestPac Wealth Partners

Financial services company WestPac says it gives clients the confidence to take control of their lives and build a clear path to their financial future. This attitude applies to its parental leave policies, too, and the company has retained a spot on our parents list for the fifth year in a row, with 90 days of leave for both new mothers and fathers.

“Compassion — the firm is committed to family health, personal and mental health. It promotes a balanced work-family life through its organizational culture, and I see employees are happier here than at other places.”

Number of maternity days offered: 90 (90 paid)
Number of paternity days offered: 90 (90 paid)

2. IntraFi LLC

Financial services company IntraFi jumped up nearly 20 spots on our list, with a commitment to work-life balance and generous parental leave policies of 60 paid days for both new mothers and fathers.

“Management sincerely cares about employees and in fostering a great company culture,” said one employee. “Work-life balance is strong, and they have struck a great balance with hybrid/remote work while still maintaining culture and incorporating new hires.”

Number of maternity days offered: 90 (60 paid)
Number of paternity days offered: 60 (60 paid)

3. Braze

With a whopping 140 paid days, IT company Braze has the highest maternity leave allowance on our list. The company’s commitment to diversity and its support for work-life balance are just some of the reasons employees say they like working there.

“The culture is truly welcoming and diverse. People are genuinely kind and want to help, and it’s very easy to approach each other,” said one employee. “It’s easy to take time off for emergencies or mental health days, and people are willing to take on some of your work during crunch time.”

Number of maternity days offered: 140 (140 paid)
Number of paternity days offered: 80 (80 paid)

4. Mercury

Mercury is a relatively young company (launched in 2019) that offers banking services for startups. Despite still being a new workplace, Mercury offers a generous parental leave policy of 80 paid days for new mothers and 60 paid days for fathers. The company jumped up two spots from its 2023 ranking.

“I truly feel like the company values their employees as people and takes feedback seriously. There is also a great work-life balance and very accommodating to families and other people who might need flexibility in their schedules.”

Number of maternity days offered: 80 (80 paid)
Number of paternity days offered: 60 (60 paid)

5. Greenhouse

New York-based IT firm Greenhouse offers 80 paid days of parental leave for both new mothers and new fathers. Employees said they feel supported by the company, both while pregnant and during their time off.

Here’s what one Greenhouse employee said about the parental leave policy: “As a first-time parent, I felt extremely supported by Greenhouse throughout my pregnancy and parental leave. Greenhouse and my managers gave me time and space to heal and bond with my little one, which goes a long way as a new parent. I feel that Greenhouse does an exceptional job supporting employees through different phases of life.”

Number of maternity days offered: 80 (80 paid)
Number of paternity days offered: 80 (80 paid)

6. Insmed

Biopharmaceutical company boasts a generous policy of 70 paid days for maternity leave and 40 paid days for paternity leave.

“Insmed values not only its employees but our families as well.”

Number of maternity days offered: 70 (70 paid)
Number of paternity days offered: 40 (40 paid)

7. ezCater, Inc.

Boston-based IT company ezCater offers 90 paid days for new mothers and 60 paid days for new fathers. Employees say they appreciate the company’s flexibility, especially with unlimited PTO, which makes it easier to care for their families.

“The unlimited time off and balance between personal and work life is ESSENTIAL, and this company is so understanding,” said one employee. “I have never worked for a company that actually puts time and love into their employees.”

Number of maternity days offered: 90 (90 paid)
Number of paternity days offered: 60 (60 paid)

8. Highlight Technologies

Highlight Technologies offers 60 days off for both new mothers and fathers. The company has an employee-owned model, which creates a supportive workplace where every employee feels like they are heard.

When asked what makes the company unique, one employe said, “I feel truly cared about. I've never worked for a company that allows for the work-life balance this company provides.”

Number of maternity days offered: 60 (20 paid)
Number of paternity days offered: 60 (20 paid)

9. Invisors

Atlanta-based IT firm Invisors offers 60 paid days of parental leave to both new mothers and fathers. Employees said the company provides a solid work-life balance and a collaborative working environment.

“It feels like family,” said one employee. “People are very understanding that we have lives outside of work. People genuinely want to help others. We do things even if they’re not part of our day-to-day job.”

Number of maternity days offered: 60 (60 paid)
Number of paternity days offered: 60 (60 paid)

10. FloQast, Inc.

Finance and accounting IT company FloQast offers a generous policy of 80 paid days for maternity leave and 60 paid days for paternity leave. Employees say that the company is collaborative and supportive, with everyone invested in each other’s success.

“I’m continually amazed at HR — they must not have gone to the same “HR school” that makes HR people at most companies horrible to work with. They’re really great at FloQast. I know they personally care for me — speaking from conversations I’ve had with them over the years, and how much they delight in improving benefits and making things easier for us all.”

Number of maternity days offered: 80 (80 paid)
Number of paternity days offered: 60 (60 paid)

Benchmark your workplace against the best

The Best Workplaces for Parents aren’t just about policies on paper — they’re about how those policies come to life. Sure, paid parental leave matters. But what really sets these companies apart is how they create a culture that builds trust, gives parents purpose, and makes the workplace better for everyone.

Think your workplace has what it takes to make the list? Getting Certified is your first step. It’s not just an award — it shows you how your culture measures up across 60+ areas.

See if your company can be eligible for our awards and learn about Great Place To Work 카지노커뮤니티™ today.

How the Best Workplaces for Women Go Beyond Fair Pay to Narrow the Gender Gap

2024-10-24T07:00:25-04:00

Building a great experience for women at work requires more than fair pay and promotions. They’re essential, but only part of the solution.

The focus on pay equity has grown in recent years, with more companies announcing programs to close the gender gap.

But achieving true gender parity — equal representation of men and women at all organizational levels — is still a long way off. At least 50 years, according to a sobering “Women in the Workplace 2024” report from McKinsey and LeanIn.org.

The slow pace of change tells us we need to broaden our understanding of equity beyond money alone.

“Fair pay, promotions, and unbiased hiring matter, but they are just the baseline, the bare minimum for building equitable workplaces,” says Michael C. Bush, CEO of Great Place To Work®. “To truly advance, we must do more. What kind of experience are you creating for women once they are working for you? That’s where we’ll make real progress.”

Leaders at the 2024 Fortune Best Workplaces for Women™ understand this and hold themselves to higher standards. They work hard every day to make sure women across all intersections feel valued, seen, and supported.

That commitment is reflected in their bottom line. At these winning workplaces:

91% of women want to work at their company for a long time — a 49% increase over women at typical workplaces

90% of women say people give extra to get the job done — a 53% increase over women at typical workplaces

Nearly 90% (87%) feel that their work has special meaning — a 55% increase over women at typical workplaces

“Every person deserves to feel good about their work, be recognized for their contributions, and feel supported in their professional development, no matter their gender,” Bush says. “This should be the expectation, not the exception.”

Go beyond baseline expectations of fair pay and promotions

To build an equitable workplace for women, certain requirements must be met — pay equity, fair promotions, and unbiased recruiting and hiring.

At the Best Workplaces for Women, 81% of women feel that promotions go to those who best deserve them — an enormous 62% increase over women at typical workplaces where 50% of women feel promotions are fair. And 79% of women feel that pay is fair — a 52% increase over women at typical workplaces where just 52% of women feel promotions are fair.  

But creating a great workplace for women requires more than meeting baseline expectations. Leaders at winning organizations make sure that women understand their purpose, are recognized for their efforts, see visible examples of other women succeeding, and have clear career paths supported by development and mentorship opportunities.

Women continue to face many obstacles at work, including getting passed over for leadership positions. The Women in the Workplace report points to the “broken rung” phenomenon, where women are less likely to get promoted to a manager position compared to men, which significantly impacts their career progression.

What kind of experience are you creating for women once they are working for you? That’s where we’ll make real progress. - Michael C. Bush

Employee resource groups (ERGs) are one way the Best Workplaces™ support, recognize and develop women in the workplace.

Both Stryker, No. 25 among large companies, and Robert Half, No. 24, have purposefully created multiple ERGs to attract, develop, and retain women.

The Stryker Women’s Network and Women in Science and Engineering ERGs have significantly contributed to a 34% increase in women vice presidents at the company, growing from 23% in 2020 to nearly 31% in 2023.

Similarly, Robert Half has multiple groups and programs to support women: an employee network group that empowers women and their allies, a program that supports growth and retention through mentorship, and a guest speaker series - most recently one focused on the unique challenges women-identifying people face in tech and IT.

ServiceNow, No. 52 among large companies, has made steady gains in the representation of women through its “Employee Belonging Groups,” cross-functional peer mentoring, and the “Diversity Executive Council,” to name a few programs. In 2023, nearly half of its new leadership hires in the U.S. were women.

Professional development helps with long-lasting gender parity gains, but it can’t happen without managers creating opportunities for women.

Both the McKinsey report and Deloitte's "Women @ Work 2024" report stress the role managers have in supporting women’s career advancement.

We see the impact on business when that happens.

Nearly 80% of women at the Best Workplaces for Women feel that their managers involve them in decisions, a 55% increase over women at typical workplaces. And when women are involved in decisions that affect them, they are 20% more likely to feel their work has purpose. Why is a sense of purpose so important? It makes retention 2.5 times, or 150%, more likely.

Recognize achievements

Opportunities for special recognition are another powerful way to improve workplace experience for women. When women employees feel everyone has an opportunity for special recognition, they are 60% more likely to put in extra effort.

Nearly 9 out of 10 of women (86%) at the Best Workplaces for Women feel that everyone has an opportunity for special recognition, a 54% increase over typical workplaces where only 56% of women feel everyone gets special recognition opportunities.

Baird, No. 41 among the large companies, creates internal opportunities to promote women’s voices and perspectives. Its “Breakthrough Masters” program connects high-performing women with senior leaders who share their knowledge, expertise, and support to help plan and achieve professional goals. The company also offers mentoring programs for women and people of color.

Externally, the WomenAtBaird.com microsite features articles targeted to female clients and recruits, a podcast series highlighting the experiences of Baird women, and stories showcasing “women making Baird great.” 

2024 Fortune Best Workplaces for Women Lead the Way Beyond Fair Pay

2024-10-24T07:00:01-04:00

Gender equity requires more than fair pay and promotions. The Best Workplaces make sure women are recognized for their work, see visible examples of other women succeeding, and have clear career paths.

Oct. 24, 2024 (Oakland, Calif.) — The 2024 Fortune Best Workplaces for Women™ are setting standards for gender equity in the workplace by going beyond fair pay and promotions to create environments where women feel valued, seen, and supported — a commitment reflected in their bottom line.

At these workplaces:

91% of women want to stay long-term
90% of women give extra to get the job done
Nearly 80% feel that their managers involve them in decisions.

When women are involved in decisions that affect them, they are 20% more likely to feel their work has purpose. Why is a sense of purpose so important? It makes retention 2.5 times, or 150%, more likely.

Fair pay and promotions and unbiased hiring are just the starting point; the bare minimum for narrowing the gender gap.

“To truly advance, we must do more,” says Michael C. Bush, CEO of Great Place To Work®. “What kind of experience are you creating for women once they are working for you? That’s where we’ll make real progress.”

The Best Workplaces for Women focus on creating a sense of purpose, recognizing achievements, and providing clear career paths supported by development and mentorship opportunities.

Stryker and Robert Half, for instance, have significantly increased the number of women in leadership roles through dedicated employee resource groups.

Winning workplaces (large organizations):

Hilton
Cisco
Marriott International
Synchrony
American Express

Winning workplaces (small- and medium-sized organizations):

Highlight Technologies
Insmed
WestPac Wealth Partners
ezCater, Inc.
Registry Partners

“Fortune congratulates the companies that made the cut for the Best Workplaces for Women,” says Fortune Editor-in-Chief Alyson Shontell. “Based on survey responses of so many women nationwide, these companies clearly demonstrate they have created workplaces where many feel valued, supported, and encouraged to do their best work.”

Commitment to excellence

At winning workplaces:

81% of women feel that promotions go to those who best deserve them, an enormous 62% increase over typical workplaces

Nearly 9 out of 10 women feel that everyone has an opportunity for special recognition, a 54% increase over typical workplaces
87% of women find special meaning in their work, a 55% increase over women at typical workplaces

Discover tips and insights on how the Best Workplaces™ are narrowing the gender parity gap.

About the 2024 Fortune Best Workplaces for Women

Great Place To Work selected the Best Workplaces for Women based on feedback collected from 1.3 million employees, of which nearly 600,000 were women at qualifying Great Place To Work Certified™ organizations in the United States. To be considered for the list, companies must employ at least 50 women, 20% of their non-executive managers must be women, and at least one of their C-suite executives must be a woman. 카지노 커뮤니티 추천 with 50 to 999 people are considered for the small and medium category; companies with 1,000 employees or more are considered for the large category. Company rankings are derived from 60 employee experience questions within the Great Place To Work Trust Index™ Survey.

To get on this list next year, start here.

About Great Place To Work

Great Place To Work is the global authority on workplace culture. Since 1992, it has surveyed more than 100 million employees worldwide and used those deep insights to define what makes a great workplace: trust. Its employee survey platform empowers leaders with the feedback, real-time reporting, and insights they need to make data-driven people decisions. Everything it does is driven by its mission to build a better world by helping every organization become a great place to work for all.

Learn more at Great Place To Work, and follow us on LinkedIn, X, Facebook and Instagram.

About Fortune

Fortune upholds a legacy of award-winning writing and trusted reporting for executives who want to make business better. Independently owned, with a global perspective and digital agility, Fortune tells the stories of a new generation of innovators, builders, and risk takers. Online and in print, Fortune measures corporate performance through rigorous benchmarks, and holds companies accountable. Fortune creates communities by convening true thought leaders and iconoclasts — those who shape industry, commerce, and society — through powerful and prestigious lists, events, and conferences, such as the iconic Fortune 500, the CEO Initiative, and Most Powerful Women. For more information, visit fortune.com.

Contact: Kim Peters: (415) 844-2574, kpeters@myqiche.com

9 Ways To Make the Workplace More Inclusive for Women Going Through Menopause

2024-10-18T07:00:37-04:00

Here’s why business leaders can’t afford to ignore menopause and its impact on the workforce.

It's time for US leaders to rethink how they support women in the workplace—and menopause must be part of the conversation.

At 49, menopause hit me. I was blindsided and completely unprepared, despite being an educated and intelligent woman. The symptoms hit me like a freight train—hot flashes, sleepless nights, brain fog, fatigue, and loss of my mojo!

In the workplace, I told no one and hid my symptoms. I did not want to be labelled as menopausal, as I feared I would be considered as “old,” “past it,” and unable to do my job. I found myself questioning my competence and confidence. I wasn’t alone — millions of women are silently struggling through menopause at work, often with little to no support.

Menopause affects half the workforce at some point, and yet, so few workplaces are addressing it. Ignoring menopause isn't just bad for women—it's bad for business.

In the US, an estimated 6,000 women reach menopause every day, and by 2025, around 1.1 billion women worldwide will be postmenopausal. Menopause occurs between the ages of 45 and 55, at a time when women are often at the peak of their careers. Despite the growing number of women in the workforce, menopause still remains a taboo subject, often misunderstood and shrouded in stigma.

In reality, every woman will go through menopause. Menopause isn’t merely “hot flashes” and “mood swings.” There are more than 40 symptoms, including brain fog, insomnia, anxiety, depression, joint pain, and many more. For women going through menopause, 85% report experiencing symptoms of varying type and severity, lasting on average seven to 10 years.

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The impact on women’s careers

Menopause can have a significant impact on women’s professional lives. Up to 20% of women experience severe symptoms that interfere with their ability to work. Nearly two-thirds (63%) of menopausal women said their symptoms negatively affected their work performance. In a 2022 U.S. survey, nearly a third of respondents considered reducing their hours and 22% said they would consider early retirement.

카지노 커뮤니티 추천 with that proactively address this issue will see clear benefits:

Retention of talent. The loss of skilled, experienced women due to unmanaged menopause symptoms creates a talent drain that’s difficult to replace.
Increased productivity. Providing reasonable adjustments (such as flexible hours, hybrid working or access to quiet spaces) can significantly improve women’s productivity and reduce absenteeism.
Improved employee engagement. Offering menopause support fosters a culture of care, resulting in higher employee engagement and loyalty.
Diversity inclusion. 카지노 커뮤니티 추천 committed to gender diversity and inclusion cannot overlook menopause. Addressing it head-on is key to supporting women’s health and long-term career progression.

While the U.S. has yet to follow the U.K. in classifying menopause as a workplace issue under equality law, the tide is turning. Ignoring this issue could soon expose businesses to legal risks around discrimination or failure to make reasonable accommodations under the Americans with Disabilities Act (ADA).

How companies can respond

If you want to become menopause inclusive, here are 9 tips:

1. Get sponsorship from senior leaders which encourages the rest of the organization to engage meaningfully.

2. Build male allyship to ensure that the impact of menopause is understood by the entire organization.

3. Invest in education and awareness to normalize the topic and give managers and co-workers the confidence to support their colleagues.

4. Introduce menopause-friendly policies, such as flexible working, hybrid working, access to quiet or cooler workspaces, and health benefits that cover menopause-related treatments.

5. Find low-cost accommodations, such as desk fans, more frequent breaks, or the option to work from home, which can make a significant difference for menopausal employees.

6. Tap internal champions offer peer-to-peer support, a listening ear and help direct others to internal and external resources about menopause.

7. Use your EAP to offer additional support, such as confidential counselling and coaching. Occupational Health benefits can also offer guidance and advice.

8. Follow a risk assessment process to protect both the individual and the employer.

9. Measure your efforts to improve effectiveness going forward.

Menopause can no longer be ignored. The first step for any employer is to acknowledge the problem and commit to change. This means reviewing current HR policies to identify gaps and opportunities for improvement. Leaders should gather employee feedback, consult experts, and start crafting comprehensive menopause policies.

카지노 커뮤니티 추천 can make a difference by taking a proactive approach to menopause. It's not just about doing the right thing. It's about protecting your talent, boosting productivity, and staying competitive. The time to act is now. Let’s make workplaces where every woman feels supported, respected, and empowered to thrive at every stage of her life.

4 Ways To Invest in Women in the Workplace This International Women’s Day

2024-03-04T07:01:58-05:00

Here’s how the World’s Best Workplaces are creating spaces where women can thrive ahead of International Women’s Day.

As the world honors International Women’s Day on March 8, great workplaces around the world should consider how they can advance the cause of equity for women in the workplace.

For companies on the Fortune World’s Best Workplace™ List in 2023, helping women to succeed and thrive is a big reason for their extraordinary performance as a business. In every market, on every continent, one experience makes the biggest difference for women in the workplace: trust.

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In the U.S., high-trust workplaces drive better outcomes for women in the workplace than buzzier benefits like remote work. Great Place To Work® research has found that employee trust is crucial for employees around the world, and women that trust their leaders and their organization have more consistently positive experiences in the workplace.

Here are lessons you can take from how the World’s Best Workplaces are stepping up to create better experiences for women at work:

1. Formalize mentorship and sponsorship programs for all employees.

Many women who become senior leaders cite mentorship and sponsorship as a key reason for their success.

“I wouldn’t be where I am today without sponsorship,” says Yolanda Friend, managing director, inclusion and diversity, North America at Accenture, No. 10 on the World’s Best List in 2023.

Organizations should understand that mentorship and sponsorship are two different things.

“Mentors are there to talk with you,” Friend says. “Sponsors are there to talk about you and amplify you with other audiences in other spaces.”

At DHL Express, No. 2 on the World’s Best List, the “Shift Up a Gear” program helps women in the organization grow beyond their current role, ensuring more women are ready to take on leadership duties. The program gives women one-on-one development support, introduces participants to senior leaders to improve visibility and recognition, and provides networking as participants take on new job opportunities and development assignments.

At Cadence, No. 9 on the World’s Best List, mentorship is offered through a matching platform called Chronus to ensure mentees can find a mentor with the right skills, experience, and insight to help them grow. Cadence says the intentional pairings have been incredibly successful, and the program has had a lower cost than other, more expensive leadership training programs.

When you do launch a mentorship program, make sure to set clear goals.

Cisco, No. 3 on the World’s Best Workplaces List, runs a program called “Jump” to help aspiring women leaders grow into new roles. Program participants are 1.4 times as likely as non-participants to get promoted, impacting Cisco’s stated goal of closing the gender gap across leadership roles.

2. Add talent to the pipeline with internships.

Great workplaces not only strive to improve the experience of women within their organization, but they look for ways to improve industry representation and access.

NVIDIA, No. 19 on the World’s Best List, saw a need to bring more women engineers into the industry, and launched an intern program dubbed #FindingHopper, a nod to computer scientist and trailblazer Grace Hopper.

The internship ensures candidates build connections, develop professional skills, and learn from NVIDIA’s top tech talent. Many participants receive full-time job offers at the end of their internship.

When looking at gender gaps in the workforce, be sure to consider what barriers might be preventing talent from entering the pipeline. Do you have unnecessary credential requirements, like a four-year college degree? Does your job description require an unreasonable or irrelevant amount of previous work experience?

If your goal is to bring new talent into your organization, make sure you don’t weed people out unintentionally.

3. Set meaningful representation targets for leadership.

The World’s Best Workplaces are proud of the work they have done to increase representation for women across all levels of the organization and are setting new goals for diversity and inclusion.

At Accenture, women make up 48% of its workforce, up from 39% when it first announced a goal to achieve gender parity by 2025. Additionally, 30% of Accenture’s managing directors are women, meeting its 2025 goal of 30% of leadership roles filled by women a year early.

DHL Group also set a goal of having 30% of leadership positions occupied by women by 2025. On a global level, the supply-chain and logistics company had 26.6% of leadership roles filled by women in 2023, a big jump from 16.9% in December of 2020.

Great Place To Work research has found that there isn’t a specific percentage that companies must reach to have the adequate representation of underrepresented voices in leadership roles. Instead, companies should ask themselves: “Does your workforce reflect the communities and clients you work in and serve?”

What does have an impact? Connecting executive compensation to your diversity targets.

“When you’re measuring things and you’re reporting on them, leaders who are very goal-driven tend to pay more attention,” says Tina Jones, SVP, global human resources at Cadence.

Jones joined the Better podcast to share lessons learned from the tech company’s efforts to improve outcomes for women across the organization.

“By putting it in a bonus, suddenly you’ve got leaders calling you and saying, ‘Oh wait, how can I make change here? How can I be a mentor? How can I attract more university students to the company and bring more diversity?’” Jones says.

4. Offer more support for caregivers.

While women shouldn’t be defined by their roles as caregivers, across the globe, they are still more likely than men to have caregiving responsibilities.

According to the U.S. Census Bureau, women are four times as likely as men to miss work due to child care issues. One in three people around the world believe childcare responsibilities damage women’s careers more than men’s.

Women are also more likely to be caregivers to elderly family members, with 57% to 81% of all caregivers of the elderly being women, according to various estimates.

To help support women with caregiving responsibilities in its China operations, DHL Express runs a re-boarding program in its Shanghai customer services department to help women ease back into work after being away on maternity leave.

Cadence also offers a 16-week “returnship” program, available to its global workforce, to bring employees back to the workforce who previously left to support their families.

Get more insights

Hear from leaders at these companies and from other industry experts about how to create the best workplace culture for your people at our For All™ Summit May 7-9 in New Orleans.

How Cadence and Adobe Create Workplaces Where Women Thrive

2024-01-25T07:01:51-05:00

What are the practices that create great workplaces for women?

Tina Jones, SVP, global human resources at Cadence and Gloria Chen, chief people officer and EVP, employee experience at Adobe, share insights from their work creating cultures that made the Fortune Best Workplaces for Women™ List in 2023.

Fortune Brand Studio’s Tracey Ferguson moderates a discussion around what tactics are working in the workplace to elevate and empower women and drive business success.

This video was created in partnership with FORTUNE Brand Studio.

Learn from the experts

Get strategies from the leaders in workplace culture at our For All™ Summit, May 7-9 in New Orleans.

Cadence’s Tina Jones on the Power of Inclusion Groups & Top HR Skills

2024-01-23T01:00:12-05:00

“Being comfortable with numbers, analytics, and data is becoming more and more important to being an HR leader. You have to speak from a place of data to be credible and to have influence.”

On this episode of the Better podcast, Tina Jones, senior VP of global human resources at Cadence, talks about a unique approach to making the company's top 100 leaders accountable for creating more equitable teams.

Hint: it involves their paychecks.

She also shared how to avoid mistakes around inclusion groups by tying their input to business strategy so they’re more than networking and social groups.

We also dove into the most important skills HR pros — newbies or veterans — should have.

On the impact of tying leaders’ bonuses to progress around creating more equitable teams:

Something that we put into place a number of years ago has been linking the top 100 leaders' bonuses to progress we make with respect to ESG. A piece of that is hiring and pure representational diversity. Hiring more women and retaining our women after we get them is an example.

When you're measuring things and you're reporting on them, leaders who are very goal-driven tend to pay more attention. By putting it in a bonus, suddenly you've got leaders calling you and saying, "Oh wait, how can I make change here? How can I be a mentor? How can I attract more university students to the company and bring more diversity?"

It’s bigger than just a hiring goal and has some very subjective components. We definitely look at the attitude of the leader, how much that person is going out of his or her way to be a mentor, to drive change in their organization, to represent Cadence externally in areas we think are important beyond just the technology. Is their team really changing in complexion, and culture, and attitude?

On common mistakes to avoid when it comes to inclusion groups:

The mistakes we've probably all made over the years is that these groups can be sidelined and become networking social groups, and not be listened to as a way to create business success.

For example, we want to empower the women at Cadence to have a serious voice on policies, development, mentorship, and things that are business critical so we can hopefully move those areas in a way we wouldn't be able to do without their voice.

We’ve brought women together from all over the world and broken them into groups around their interest areas. That can be around: Are our policies equitable? Do women have a voice when we're sitting around a table working on a problem together? And if they don't, what do we need to do to help managers bring people together in a more inclusive way, and pull out people's voices, and make sure we're innovating and getting different perspectives and not just hearing from the same people?

[Attend our annual company culture conference May 7-9, 2024, to hear more from Tina on the impact of inclusion groups]

On where companies can begin to transform their ERGs:

There's a lot that can be done incrementally with a little shift in mindset on how we listen and how we incorporate feedback. We can bring their voices in without asking for millions of dollars of investment, without totally transforming what you call your ERGs, without having the CEO bless it before you go and do it.

To the extent companies already have ERGs, maybe you tilt the conversation a bit more toward what can they do to make sure you bring their voice back before you make decisions — whether it's mentorship, development, or how you recruit.

On top HR skills:

I do think there are some core skills. Are you a good communicator — written and verbal? Are you a good project leader?

People in HR need good judgment, need to be a strong communicator, and need to be agile and able to adjust.

Also, being comfortable with numbers, analytics, and data is becoming more important to being a HR leader. You have to speak from a place of data to be credible and to have influence.

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Get more insights

Learn more strategies from our workplace culture experts at our For All™ Summit, May 7-9 in New Orleans.

Increased Flexibility Helps Women at Work, But Workplace Trust Helps Even More

2023-10-24T07:00:17-04:00

While women's experience at a typical U.S. workplace has improved, gaps remain between the average employee experience and what workers find at the Fortune Best Workplaces for Women.

The typical workplace is getting better for women, but there is still a big gap between a typical U.S. workplace and companies that offer best-in-class experiences.

More women at typical workplaces report fair pay, fair promotions, psychological healthy workplaces, and meaningful work in 2023, according to a Great Place To Work® market survey of 4,400 employees in the U.S.

The gains could be due to increased workplace flexibility in the post-pandemic era, with the gender gap shrinking to a record low for measuring women’s workforce participation. However, the incremental gains for women at typical workplaces are dwarfed by the gains women find when working in high-trust workplaces.

Great Place To Work analyzed over 600,000 survey responses from employees at Great Place To Work Certified™ companies to determine the Fortune Best Workplaces for Women™ List for 2023.

For the large companies on the list, Hilton takes the No. 1 spot this year:

For small- and medium-sized companies on the list, Roth Staffing 카지노 커뮤니티 추천 moved up from third to the top spot this year:

For companies that made the list, a much higher percentage of women reported being paid fairly, having fair promotions, and experiencing a psychologically and emotionally healthy workplace. The gap shows that while increased flexibility has made the workplace better for many women post-pandemic, there is a big difference between the marginal improvements for women in typical workplaces and the experience of women in a healthy, high-trust culture.

“Best companies offer women increased flexibility, equitable pay, and career support and these women are much more likely to thrive and stay at the company a long time when compared to other workplaces,” says Michael C. Bush, CEO of Great Place To Work. “These companies ensure these great people practices are extended to all and this rising tide lifts all boats. They trust that these companies will implement technology that will continuously monitor what they need and assure that equity adjustments are not a one-time event.”

How to support women at work

What experiences build better workplaces for women? Here are some of ways the best companies are helping women thrive:

1. Offer fair pay and promotions

The best companies conduct transparent pay audits while also helping managers have constructive conversations with employees about compensation. Pay equity doesn’t mean that you pay everyone the same, and the Best Workplaces™ ensure everyone is equipped to discuss total rewards, from salary and bonus plans to benefits and stock options.

It’s also important that employees receive recognition for their efforts. When managers show appreciation for the hard work of their employees, women are 70% more likely to say their pay is fair.

Recognition isn’t a substitute for fair pay, but rather a crucial element of a high-trust culture. When companies set clear expectations and then reward and celebrate employees for meeting them, employees are more likely to feel their manager understands and values their contributions to the organization.

2. Support mental and emotional health

At the Best Workplaces, 87% of women report having a psychologically and emotionally healthy workplace, compared to just 55% of women at a typical U.S. company. When encouraged to balance work with life responsibilities, both men and women at winning companies are more than two times as likely to report psychological health.

Yet, flexible work policies can be undermined by bad management. A UKG study found that managers have a bigger impact on employees’ mental health than doctors or therapists.

For both men and women, employees were more likely to report positive mental health when they said their manager was approachable. The best companies heavily invest in managers, ensuring people leaders receive training and resources to support employees’ mental health.

3. Ensure meaningful work

At winning workplaces, more women believe they can “make a difference” in their workplace (90%) compared with women at typical companies (70%). Meaningful work is an important driver of retention for all employees and has a positive impact on innovation.

The Best Workplaces ensure that employees feel included in the decision-making process as strategic partners, helping every employee feel connected to a higher purpose for the organization. Both men and women are 30% more likely to say their work is meaningful when their manager involves them in decisions that impact their work.

The results for both genders underscore one of the more interesting findings from this year’s list: The Best Workplaces for Women offer superior experiences for men at the same organization. The results prove that helping women thrive at work helps every employee have a better experience, too.

How to make the list

Think your company deserves special recognition? Get started here to become eligible for next year’s Best Workplaces honors.

5 Ways To Build Equity for Women in 2023

2023-03-21T09:55:03-04:00

To create an environment where women can thrive, find opportunities for mentorship, visibility, and connection.

You know that women are having a wide range of experiences in your organization.

Experience gaps are opportunities for organizations to expand the success they have had with one group of employees to all employees. So, how can you start to make change?

“Fundamental to success is leadership,” shares Ty Breland, EVP and chief human resources officer with Marriott International, the No. 20 large company on the 2022 Fortune Best Workplaces for Women™ List.

“Bring your leaders together to engage in dialogue and practices on the development of women to drive gender equity. Then, hold one another accountable for making sustainable change.”

Here are five action items:

1. Identify and develop plans to close the pay gap.

There hasn’t been much change on the gender pay gap in the last 20 years, according to data from Pew Research. In 2022, women earned an average of 82% of what men earned. In 2002, it was 80%.

What’s driving the gap? Pew Research suggest that stubborn cultural norms around family and dependent care are to blame, with gender parity disappearing for women later in their careers, despite starting on more equal footing with men.

Increased workplace flexibility may hold some answers, too.

Closing the pay gap for women isn’t a forlorn hope. At the Best Workplaces for Women, 81% of women employees report fair pay, with no significant difference compared to men at the same companies.

2. “Find the potential in people they may not see in themselves.”

This advice comes to Great Place To Work® from Neumiia Duncan-Reed, vice president of human resources and community impact for Allegiant Stadium in Las Vegas, Nevada.

Duncan-Reed shared this tip as part of a presentation sponsored by BERG, the employee resource group for Black employees at Great Place To Work.

Leaders have to be willing to put faith in people who don’t have the credential or the experience that might make them a more comfortable choice for a role. If leaders don’t make that generous first step, it’s hard to start the journey that builds trust and transforms a workplace.

“The first step usually has to come from leadership,” says Sarah Lewis-Kulin, vice president of global recognition and research at Great Place To Work. “You're going to start a virtuous cycle, but you have to make a show of faith first. You have to do something a little disruptive.”

“Fundamental to success is leadership.” - Ty Breland, CHRO, Marriott International

3. Offer a warm welcome when women join your organization.

Whether or not an employee feels comfortable bringing their full self to work is often influenced by the onboarding process. First impressions are your first opportunity to be truly inclusive.

For Marriott, the idea of a welcoming is a core part of its identity as a company.

“We encourage all our associates to bring their whole selves to work, and we offer a range of programs and initiatives to enable everyone to flourish,” says Breland. Programs include flexible work arrangements, networking opportunities, and career development.

4. Ensure women have visibility.

As many companies are laser-focused on performance and productivity for 2023, it’s crucial that women have visibility with top leaders.

Lewis-Kulin highlights in particular how flexible work offerings appear to be at odds with an increased focus on performance. Will women who are taking advantage of increased flexible work post-pandemic be overlooked for promotions?

“We know that hybrid work is complicated,” she says. One of the concerning implications of hybrid work for Lewis-Kulin is that leaders will have reduced contact with people outside of their network, keeping underrepresented groups from rising up through the ranks.

In 2022, women earned an average of 82% of what men earned. In 2002, it was 80%.

One way to offer visibility is through a leadership development program.

Marriott’s Emerging Leader Program (ELP) is part of the hotel chain’s effort to create a more diverse leadership pipeline with a focus on developing high-performing women and people of color. And the success of the program has seen Marriott expand the focus beyond senior managers to develop the talent at various levels of the organization.

“The ELP now brings together emerging talent of different backgrounds at various career stages, offering a 12-month cross-discipline, cross-brand development experience that includes mentoring, sponsorship, stretch assignments, job shadows, and special projects,” Breland explains. “Since its inception, ELP has played a crucial role in fueling a stronger leadership pipeline and providing our associates with more opportunities to thrive.”

5. Help women tell their stories.

Do employees have the opportunity to share their life experience with the wider organization? Tech firm Cisco created a Proximity Initiative to bring help senior executives connect with employees with a different background from their own.

“Do your executives have exposure to a diverse set of women? Can they even hear those stories?” Lewis-Kulin says. “Knowing people one-on-one is going to help.”

A key tool for finding employee stories is the employee resource group (ERG).

Lewis-Kulin recommends having different groups come together to think about how overlapping identities can be supported and celebrated in the workplace.

“You might have a women's ERG, but what happens if you get your women's ERG and your ERG around disability or your ERG around race/ethnicity together, and they say, ‘What could we do to better support women in our workplace?’” she says.

That’s where the magic happens.

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