Why Women Are Leaving Corporate America
We’ve all heard the statistics: women hold 6% of the Fortune 500 CEO roles. Women earn $.79 for every $1 men earn. [No, the gender pay gap is not due to career selection.] 1 in 3 women experience sexual harassment in the workplace.
Women have every right to throw up their hands, give up hope on breaking the glass ceiling, and leave corporate America. However, there are ways to overcome these obstacles and leverage your female status in order to achieve success.
Negotiate Pay
Only 30% of women negotiate their salary, compared to 46% of men. It is extremely important women know their worth and negotiate because the gender pay gap only widens with age. Websites like Salary.com and Glassdoor can help you determine what other employers will pay for your skills and experience. When applying for a new job, wait to discuss the salary and benefits until they make you an offer. Once you receive an offer, aim high (within reason) and know what your BATNA (best alternative) and ZOPA (zone of possible agreement) is. Many women do not negotiate because they fear being perceived as too aggressive, but research has shown as long as you give a reasonable number and are confident and respectful, you will not be perceived as unlikable. Regardless of whether you’re applying for a new job or asking for a promotion within an existing job, support your case with facts about your skills and experience, not emotions or personal issues. Unfortunately, your manager doesn’t care if you have to pay for your child’s braces. However, if you saved the company money or if you think you can help the company make more money, then toot your horn! No one else is going to do it for you!
Keep Speaking Up
Early in my career I was told by a senior-level male colleague I was too outspoken for a young woman. It’s especially common for male-dominated fields to have a culture that tells women they are to be seen but not heard. Have no fear ladies, there’s a way to get around this too. Unfortunately, it’s not enough to work hard, you have to be smarter. Plan ahead and know how you would respond to a difficult situation or remark — when will you diffuse vs. escalate? For example, I could have responded, “How would you feel if someone told your daughter that?” or I could have turned it into a joke like, “Wow, you must be pretty sensitive if you found that to be too assertive!” I believe emotional intelligence comes naturally to women so use that to your advantage, and mold your communication to fit the other person’s personality. Most importantly, keep speaking up and keep raising your hand! For every 1 person in the room who thinks you’re being too assertive, there are another 2 who value your opinion.
Don’t Tolerate Harassment
It’s okay to trade jokes and toss the B.S. right back but do not ever tolerate harassment. As I mentioned above, you need to draw a line and identify your boundaries beforehand. Look at your employer’s handbook and find out what they define as harassment, as well as how they would like it to be handled. Save copies of your performance evaluations and awards/compliments in case your character is called into question. I completely understand the temptation to brush it off in fear of losing your job but if you don’t report it, it will continue to happen. Think of it this way: you might prevent this from happening to other women. First, document everything you can: the date, the details, witnesses, etc. If your company has an anonymous hotline, use it! Tell the perpetrator you did not appreciate what they did, you have documented the situation, and you will not tolerate it anymore. This is very difficult to do but it is a key step if you ever go to court. Remember, this is your truth and you’re not doing anything wrong by speaking about it. Hold your head high.
What can leaders and business owners do?
McKinzey’s LeanIn report revealed male leaders felt “accepted” while the female leaders in those same companies only felt “tolerated.” Organizations need to acknowledge women are leaving them for this reason as well as for more pay, professional development, and meaningful work. Why would anyone be innovative, challenge the status quo, or stay loyal to an organization when they feel this way?
Essentially, leaders need to create a culture that celebrates and rewards diversity, in all dimensions:
- Treat diversity and pay equity the same as your other goals. Meaning, track your diversity and pay at each level and in each department, set goals, and establish KPIs. Include these items in your performance objectives and rewards system.
- Train employees on the company’s policies and reporting framework.
- Provide an anonymous hotline and follow-up process. Take it seriously and set a good precedence — everyone is watching!
In conclusion, women: rather than let your female status hinder your career growth, leverage it. Leaders: encourage and celebrate diversity in every way you can.
Originally published on janeystahl.com
