The Future of Work for Women

THE FUTURE OF WORK

Increases, but Still Behind.

FOR WOMEN

Each year LeanIn.Org and McKinsey & Company partner to produce the Women in the Workplace study. Started in 2015, to date over 750 companies have participated in the study, and more than a quarter of a million people have been surveyed on their workplace experiences. The 2021 study and findings focused on two main areas – how the COVID-19 pandemic impacted women in the workplace; and the growing importance and attention to women’s experiences in terms of DEI (diversity, equity, and inclusion). One of the themes you will find in the study is INTERSECTIONALITY. And this word is so important because it shows that even though there are many differences of struggle for women in the workplace, companies need to recognize that the struggles of a white woman are very different from a woman of color and that from a disabled woman of color. There are many personal stories in the report, sharing experiences outlining these differences and likenesses. “Women have multiple and intersecting identities, which profoundly shape their experiences at work. It’s critical that companies and coworkers are aware of these dynamics, so they can more effectively advance equality and inclusion for all women.” (Women in the Workplace 2021, pg 3) Of the 50 page study, we have recapped the high level findings along with image spotlights from the study from LeanIn.Org and McKinsey & Company.

Since 2016, women’s representation in the corporate pipeline has increased, however, women still remain significantly underrepresented. And this is even more significant for women of color, especially as the level of responsibility and job title increases. But there is good news! “This year, for the first time, women of color were promoted to manager at about the same rate as women overall: 85 women of color were promoted for every 100 men.” (Women in the Workplace 2021, pg 12) intersectionality noun in·ter·sec·tion·al·i·ty | \ , in-t r-, sek-sh -'na-l -tē \ Definition of intersectionality : the complex, cumulative way in which the effects of multiple forms of discrimination (such as racism, sexism, and classism) combine, overlap, or intersect especially in the experiences of marginalized individuals or groups (Merriam-Webster)

Everyone felt the pressure that COVID-19 placed on childcare responsibilities, mental health, new work systems and procedures – you name it, it changed. It has been during these times that women leaders are taking on the extra work that is needed to support their teams. From helping employees manage workloads to regularly checking on the general well-being of their staff, women understand the emotional impact the pandemic has caused. Women are also twice as likely to spend their time on DEI work that falls outside their formal job responsibilities. The study calls this “office housework,” and unfortunately is named this because these duties and actions are often unrecognized, and definitely not properly compensated (if at all). But it’s this extra work and communication that creates trust and better working environments for employees (and their overall production).

Office Housework –

Work that contributes to business but isn’t taken into account in performance reviews, doesn’t lead to advancement, and isn’t compensated.

If you talk about it, BE about it.

“Even after a year of increased focus on DEI and racial equity in corporate America, women of color continue to face significant bias and discrimination at work. They are experiencing similar types of microaggressions, at similar relative frequencies, as they were two years ago. And although the number of white employees who identify as allies to women of color has increased over the past year, the number taking key allyship actions has not.” (Women in the Workplace 2021, pg 28) What is very important to note here is that people ARE talking about being allies. However if you say you are an ally, BE ONE. Based on the study findings, there is a disconnect between what white women believe they should do as allies and what a woman of color needs from an ally. While women are on the right track for one another, all need to better recognize the “importance of more proactive, sustained steps” like the ones below. Women of color reported that the #1 way someone could be their ally is to “Advocate for New Opportunities for Women of Color.” White employees ranked this 3rd on their list, with their 1st being actively confronting discrimination against a woman of color. Women of color reported that the #5 way someone could be their ally is to “Mentor or Sponsor One or More Women of Color.” White employees ranked this #8. While this is a high level overview, there were also many positive findings on what women believe about allyship.

"Someone told me I was ‘so articulate.’ They thought they were paying me a compliment. It’s frustrating to hear those comments, to have your decisions questioned, to be perceived as the angry Black woman. It is very stressful. The average person has no idea about the stress that women and people of color carry. They have no idea about the small ways that women and people of color get humiliated, that make them feel undermined or made to feel smaller than they are. It happens all the time.”

BLACK WOMAN, SENIOR MANAGER

The Future of Work For Women : Accountability + Burnout Recognition

The Women in the Workplace study offers 15+ pages of recommendations for companies to effectively and successfully put into place practices to advance diversity and inclusion initiatives. Read the report to learn more about: • Bias training focused on hiring • Ensuring all identities are well represented • Creating a company culture that fully leverages the benefits of diversity • Holding accountability at all levels • Fully and publicly support DEI efforts • Bias, antiracism, and allyship training • Continued support and commitment to combat burnout • Offer flexible work with clear boundaries

It’s not easy. But it’s necessary.

Read the full report at LeanIn.Org, see all past Women in the Workplace studies, and find other reports such as

The State of Black Women in Corporate America. 2