{"id":94923,"date":"2023-03-07T16:37:21","date_gmt":"2023-03-07T14:37:21","guid":{"rendered":"https:\/\/factorialhr.com\/blog\/?p=94923"},"modified":"2024-11-21T13:26:21","modified_gmt":"2024-11-21T11:26:21","slug":"international-womens-day-2","status":"publish","type":"post","link":"https:\/\/preproduction.factorialhr.com\/blog\/international-womens-day-2\/","title":{"rendered":"International Women&#8217;s Day: 6 Empowering workplace strategies"},"content":{"rendered":"<p><span style=\"font-weight: 400;\">International Women\u2019s Day is celebrated every <\/span><b>March 8<\/b><span style=\"font-weight: 400;\"> to <\/span><b>raise awareness of the discrimination faced by women around the world and to encourage citizens to take action and drive gender parity<\/b><span style=\"font-weight: 400;\">. This year\u2019s theme is <\/span><a href=\"https:\/\/www.internationalwomensday.com\/theme\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">#EmbraceEquity<\/span><\/a><span style=\"font-weight: 400;\">. The objective is to get the world talking about why <\/span><b>equal opportunities are no longer enough<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">In this post, we are going to discuss <\/span><b>the impact of imposter syndrome on women <\/b><span style=\"font-weight: 400;\">and how it affects many women in leadership roles. We will also share <\/span><b>6 positive actions to empower women in the workplace<\/b><span style=\"font-weight: 400;\">. This will help you nurture a more <\/span><b>inclusive workforce founded on equity for all employees<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p>&nbsp;<\/p>\n<p><b><div class=\"js-toc toc\">\n<p class=\"js-toc-title toc__title\">Table of Contents<\/p>\n<nav id=\"fac_toc_nav\" class=\"js-toc-nav toc__nav\" aria-label=\"Table of Contents\"><ol class=\"toc__list toc__list--level-1\"><li class=\"toc-heading-level-2\"><a class=\"toc__link toc-link-heading-1\" href=\"https:\/\/preproduction.factorialhr.com\/blog\/international-womens-day-2\/#international-women\u2019s-day\" title=\"International Women\u2019s Day\" data-target-id=\"international-women\u2019s-day\">International Women\u2019s Day<\/a><\/li><li class=\"toc-heading-level-2\"><a class=\"toc__link toc-link-heading-2\" href=\"https:\/\/preproduction.factorialhr.com\/blog\/international-womens-day-2\/#how-does-imposter-syndrome-impact-women-in-leadership-roles\" title=\"How does imposter syndrome impact women in leadership roles?\u00a0\" data-target-id=\"how-does-imposter-syndrome-impact-women-in-leadership-roles\">How does imposter syndrome impact women in leadership roles?\u00a0<\/a><\/li><li class=\"toc-heading-level-2\"><a class=\"toc__link toc-link-heading-3\" href=\"https:\/\/preproduction.factorialhr.com\/blog\/international-womens-day-2\/#international-women\u2019s-day-6-positive-actions-to-empower-women-in-the-workplace\" title=\"International Women\u2019s Day: 6 positive actions to empower women in the workplace\u00a0\" data-target-id=\"international-women\u2019s-day-6-positive-actions-to-empower-women-in-the-workplace\">International Women\u2019s Day: 6 positive actions to empower women in the workplace\u00a0<\/a><\/li><\/ol><\/nav><\/div><\/b><\/p>\n<h2><b>International Women\u2019s Day<\/b><\/h2>\n<p><a href=\"https:\/\/www.internationalwomensday.com\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">International Women&#8217;s Day (IWD)<\/span><\/a><span style=\"font-weight: 400;\"> is an <\/span><b>annual event designed to celebrate women all around the world<\/b><span style=\"font-weight: 400;\">. Observed on March 8 each year, the campaign aims to shine the spotlight on issues including <\/span><b>gender equality, reproductive rights, and violence and abuse against women<\/b><span style=\"font-weight: 400;\">. In terms of the workplace, it\u2019s an opportunity to <\/span><b>drive the elimination of gender bias and promote equitable and nondiscriminatory employment practices<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p>Every year there is a global theme to raise global awareness and embrace equity for women across the globe. In 2022, we saw the <strong>#BreakTheBias<\/strong> campaign to raise global awareness of <strong>conscious<\/strong> and <strong>unconscious bias towards women.<\/strong> Likewise, in 2023 and 2024, there were different campaigns to tackle this issue such as #EmbraceEquity and the slogan &#8216;Inspire Inclusion&#8217;.<\/p>\n<p><span style=\"font-weight: 400;\">By raising awareness in this way, we can all play a part in creating a more equitable and inclusive world. U<\/span><span style=\"font-weight: 400;\">ltimately, the aim is to get the world talking about why &#8220;<\/span><b>equal opportunities are no longer enough<\/b><span style=\"font-weight: 400;\">&#8220;. Instead of giving everyone the same thing in the hope that this encourages equality, we need to promote equity. In other words, we need to<\/span><b> ensure that everyone has access to what they need to be successful<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">True inclusion isn\u2019t about everyone being equal; it\u2019s about <\/span><b>taking equitable action<\/b><span style=\"font-weight: 400;\">. <\/span><b>Equality is the goal, and equity is the means to get there<\/b><span style=\"font-weight: 400;\">. When we embrace equity, we embrace diversity, and we embrace inclusion. <a href=\"https:\/\/factorialhr.com\/blog\/international-womens-day-2024\/\">Here<\/a> are some tips to create inclusive spaces in the workplace for your team.<\/span><\/p>\n<h2><b>How does imposter syndrome impact women in leadership roles?<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><a href=\"https:\/\/factorialhr.com\/blog\/imposter-syndrome\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">Imposter syndrome<\/span><\/a><span style=\"font-weight: 400;\"> is a<\/span><b> psychological phenomenon where someone feels they are a fraud<\/b><span style=\"font-weight: 400;\">. It can develop in someone\u2019s personal or professional life, and it can affect anyone, regardless of age, gender, occupation or race. In fact, according to a behavioral psychology study published by Deloitte, <\/span><a href=\"https:\/\/action.deloitte.com\/insight\/2194\/breaking-the-silence-of-imposter-syndrome-in-the-workplace\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">70% of the global workforce experiences imposter syndrome in the workplace at one time or another<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Imposter syndrome frequently impacts <\/span><b>women in leadership roles<\/b><span style=\"font-weight: 400;\">. Very often, <\/span><b>successful women question their knowledge, skills, ability, and performance<\/b><span style=\"font-weight: 400;\">. They feel they are not good enough and worry they will be outed and removed from their position of power. And this can hold many women back from achieving <\/span><b>true equality<\/b><span style=\"font-weight: 400;\">. The more responsibility they are given, the more they doubt their skills and abilities.<\/span><\/p>\n<p><i><span style=\"font-weight: 400;\">\u201cWhat if I\u2019m not good enough? Will they realize that they\u2019ve made a mistake by hiring me?\u201d<\/span><\/i><\/p>\n<p><span style=\"font-weight: 400;\">Men aren\u2019t immune to imposter syndrome, of course. It\u2019s just far more common in women. In fact, according to a UK study by Access Commercial Finance, <\/span><b>men are 18% less likely to experience imposter syndrome<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Although many of these thoughts and feelings are often self-imposed, context also has an important role to play. That\u2019s why it\u2019s <\/span><b>important for employers to create an environment that supports women in leadership and reduces the number of barriers that limit the progress and development of women in the workplace<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">We, as businesses, have a responsibility to change our old ways of thinking. We need to <\/span><b>provide women with the same rights and job opportunities<\/b><span style=\"font-weight: 400;\">. Moreover, we need to <\/span><b>encourage women to reach their maximum potential<\/b><span style=\"font-weight: 400;\"> and <\/span><b>provide them with the resources they need to succeed<\/b><span style=\"font-weight: 400;\">. And International Women\u2019s Day is a great opportunity to take positive action in this regard.<\/span><\/p>\n<h2><b>International Women\u2019s Day: 6 positive actions to empower women in the workplace<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h2>\n<p><span style=\"font-weight: 400;\">So, what changes can we make in our organizations to reduce the risk of women experiencing imposter syndrome in the workplace? How can we promote equity and empower female employees?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Achieving equality is an ongoing strategy &#8211; there\u2019s no quick fix to gender disparity. However, finding ways to <\/span><a href=\"https:\/\/factorialhr.com\/blog\/international-womens-day\/\" target=\"_blank\" rel=\"noopener\"><b>celebrate International Women\u2019s Day<\/b><\/a><b> and raise awareness of the discrimination that many women face<\/b><span style=\"font-weight: 400;\"> is a great first step. It\u2019s also important to <\/span><b>implement policies and initiatives that support women so that they have access to what they need to be successful<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">With this in mind, here are<\/span><b> 6 positive actions that you can implement to empower women in your organization<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Drive inclusive leadership<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Driving <\/span><a href=\"https:\/\/factorialhr.com\/blog\/inclusive-leadership\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">inclusive leadership<\/span><\/a><span style=\"font-weight: 400;\"> and <\/span><b>offering more leadership opportunities to women<\/b><span style=\"font-weight: 400;\"> is a great way to <\/span><b>promote gender diversity<\/b><span style=\"font-weight: 400;\"> in your business. It also <\/span><b>sets a precedent<\/b><span style=\"font-weight: 400;\"> for other women to aspire to leadership positions. Plus, it goes a long way to <\/span><b>dispel the cultural myth that men are more qualified than women for leadership positions<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><b>Inclusive leadership doesn\u2019t just benefit women<\/b><span style=\"font-weight: 400;\">, either. In fact, according to a global survey undertaken by EY and The Peterson Institute for International Economics, organizations where <\/span><a href=\"https:\/\/www.piie.com\/newsroom\/press-releases\/new-peterson-institute-research-over-21000-companies-globally-finds-women\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">at least 30% of female employees hold positions in senior management often increase their net margin by an average of 6.4%<\/span><\/a><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">According to Mike McKerr, Managing Partner of EY Ireland, \u201c<\/span><i><span style=\"font-weight: 400;\">Companies that advance women into leadership roles will benefit from more engaged workforces, stronger cultures, and improved economic performance. We know that gender-balanced companies achieve better results. As business leaders, we need to ask ourselves: Have we made enough progress? Are we helping enough women find their way into leadership roles in order to make our businesses better?<\/span><\/i><span style=\"font-weight: 400;\">\u201d.<\/span><\/p>\n<h3><b>Offer training and professional development opportunities<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Use International Women\u2019s Day as an opportunity to <\/span><b>review your training and professional development programs<\/b><span style=\"font-weight: 400;\">. Are you supporting women&#8217;s professional growth? <\/span><b>Are you offering equitable resources and training opportunities to all women?<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Create a learning and development plan and work with employees on an individual basis to identify their strengths and weaknesses. Once you\u2019ve done that, offer them opportunities to improve or enhance their skills.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">For example, you can offer training to your female employees to help them develop <\/span><b>new communication, decision-making, and problem-solving skills<\/b><span style=\"font-weight: 400;\">. You can also help them <\/span><b>build relationships with other leaders in your company.<\/b><span style=\"font-weight: 400;\"> This will build the confidence and self-esteem of your female employees. And the more valued and self-assured they are, the <\/span><b>less likely that they will self-doubt and develop imposter syndrome<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<h3><b>Develop mentoring programs<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Another effective way to support female talent is through <\/span><a href=\"https:\/\/factorialhr.com\/blog\/workplace-mentorship\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">workplace mentorship<\/span><\/a><span style=\"font-weight: 400;\">. If you don\u2019t already have one, set up a <\/span><b>mentoring program<\/b><span style=\"font-weight: 400;\"> in your organization. Ask your current female leaders to join the program and help <\/span><b>inspire other women to develop their skills and self-confidence<\/b><span style=\"font-weight: 400;\">. This can be a great way to help women <\/span><b>face the challenges that may arise in their careers and provide them with valuable information, support, and perspectives<\/b><span style=\"font-weight: 400;\">. A women\u2019s <\/span><b>Employee Resource Group<\/b><span style=\"font-weight: 400;\"> (ERG) can also be an effective initiative for creating a support network for women.<\/span><\/p>\n<p><a href=\"https:\/\/factorialhr.com\/templates\/employee-journey-map-template\" target=\"_blank\" rel=\"noopener\"><img decoding=\"async\" class=\"aligncenter wp-image-94106 \" src=\"https:\/\/factorialhr.com\/wp-content\/uploads\/2023\/02\/24120312\/Employee-journey-map-template-1-300x300.jpg\" alt=\"employee journey map template\" width=\"318\" height=\"318\" srcset=\"https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2023\/02\/24120312\/Employee-journey-map-template-1-300x300.jpg 300w, https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2023\/02\/24120312\/Employee-journey-map-template-1-150x150.jpg 150w, https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2023\/02\/24120312\/Employee-journey-map-template-1-160x160.jpg 160w, https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2023\/02\/24120312\/Employee-journey-map-template-1-80x80.jpg 80w, https:\/\/preproduction.factorialhr.com\/wp-content\/uploads\/2023\/02\/24120312\/Employee-journey-map-template-1.jpg 526w\" sizes=\"(max-width: 318px) 100vw, 318px\" \/><\/a><\/p>\n<h3><b>Ensure equal pay and promotion opportunities<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">International Women\u2019s Day is a great reminder of the importance of <\/span><a href=\"https:\/\/factorialhr.com\/blog\/pay-parity\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">pay parity<\/span><\/a><span style=\"font-weight: 400;\">. Make sure you offer all your employees <\/span><b>equal pay for equal work<\/b><span style=\"font-weight: 400;\">, regardless of gender. The same goes for <\/span><b>promotions and succession planning<\/b><span style=\"font-weight: 400;\">. Encourage your female employees to apply for promotions and make sure HR follows <\/span><b>fair hiring practices<\/b><span style=\"font-weight: 400;\"> at all times.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">There are a few effective strategies that can help you with this. Firstly, you should conduct a regular <\/span><b>pay equity analysis<\/b><span style=\"font-weight: 400;\">. This is where you analyze pay rates in order to determine if there are any unjustified salary differences, including <\/span><b>gender pay gaps<\/b><span style=\"font-weight: 400;\">. You can do this through the statistical analysis of your payroll data. Compare similar roles within your company to see if you are paying the same salary to employees in similar jobs. Can you directly attribute any differences to gender?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">You can also use <\/span><b>Factorial\u2019s HRIS<\/b><span style=\"font-weight: 400;\"> to enhance your <\/span><b>gender pay gap data<\/b><span style=\"font-weight: 400;\">. For example, our solution includes tools such as a <\/span><b>gender distribution chart<\/b><span style=\"font-weight: 400;\">, which shows you the percentage of men and women per team. You can also create <\/span><b>gender pay reports<\/b><span style=\"font-weight: 400;\"> and filter data by teams, seniority, and more. You can then use this data to identify potential gender pay gaps and take action.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Finally, strive to <\/span><b>create a culture that values <\/b><a href=\"https:\/\/factorialhr.com\/blog\/pay-transparency\/\" target=\"_blank\" rel=\"noopener\"><b>pay transparency<\/b><\/a><span style=\"font-weight: 400;\">. Organizations that are open and transparent about their salary ranges are more likely to <\/span><b>generate employee trust<\/b><span style=\"font-weight: 400;\">. Your female employees won\u2019t worry that their male colleagues are earning more than them because all salaries are openly disclosed.\u00a0<\/span><\/p>\n<h3><b>Encourage a healthy work-life balance<\/b><span style=\"font-weight: 400;\">\u00a0<\/span><\/h3>\n<p><span style=\"font-weight: 400;\">Maintaining a <\/span><b>healthy work-life balance<\/b><span style=\"font-weight: 400;\"> is crucial for empowering women in business. This is especially relevant when you consider that the responsibility of childcare still tends to fall on women. As a result, women struggle to <\/span><b>balance career progression with raising a family<\/b><span style=\"font-weight: 400;\">, which often holds them back.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Flexible working policies, such as <\/span><b>remote or hybrid work models or flexitime<\/b><span style=\"font-weight: 400;\"> can help women balance their work with their personal responsibilities. Offering <\/span><b>childcare vouchers<\/b><span style=\"font-weight: 400;\"> to encourage mothers to return to work after maternity leave is another benefit that can support women and help them maintain a healthy work-life balance.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Ultimately, <\/span><b>make sure the women in your organization understand that they do not have to give up their professional life when they decide to have children<\/b><span style=\"font-weight: 400;\">.\u00a0<\/span><\/p>\n<h3><b>Create a safe working environment<\/b><\/h3>\n<p><span style=\"font-weight: 400;\">Finally, one of the best ways to overcome imposter syndrome and empower women in the workplace is to <\/span><b>create a safe working culture and environment<\/b><span style=\"font-weight: 400;\">.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Why is this so important?<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Because <\/span><b>one of the biggest causes of imposter syndrome is feeling unsupported and unheard<\/b><span style=\"font-weight: 400;\">. Women are often afraid to speak up because they don\u2019t feel it is safe to do so. They worry about what people will think of them. Plus, they are often concerned that speaking up about an issue will make them seem weak and less capable.<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Encourage your employees to reach out if they are stressed or unhappy and offer them <\/span><b>guidance and support<\/b><span style=\"font-weight: 400;\"> when needed. Make sure they understand that they can always come to you (or their manager) <\/span><b>without fear of recrimination or judgement<\/b><span style=\"font-weight: 400;\">. Establish <\/span><b>clear procedures for reporting discrimination and train your employees in equity and inclusion<\/b><span style=\"font-weight: 400;\">. Share regular <\/span><b>employee satisfaction surveys<\/b><span style=\"font-weight: 400;\"> to keep track of how your workforce is feeling.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">It\u2019s also important to <\/span><b>educate your workforce on imposter syndrome<\/b><span style=\"font-weight: 400;\">. Make sure all your employees understand what it is and teach employees<\/span><b> how to identify potential signs in themselves or in their colleagues<\/b><span style=\"font-weight: 400;\">. Ultimately, the more you are able to create an environment where employees feel <\/span><b>safe, valued, and appreciated<\/b><span style=\"font-weight: 400;\">, the less likely they will feel that they aren\u2019t good enough.\u00a0<\/span><\/p>\n<p><span style=\"font-weight: 400;\">Use International Women\u2019s Day as an opportunity to remind your workforce that you support each and every member of the team. Make sure the women in your company understand that they can reach out whenever they need resources, guidance, or support.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>International Women\u2019s Day is celebrated every March 8 to raise awareness of the discrimination faced by women around the world and to encourage citizens to take action and drive gender parity. This year\u2019s theme is #EmbraceEquity. The objective is to get the world talking about why equal opportunities are no longer enough. In this post,<a href=\"https:\/\/preproduction.factorialhr.com\/blog\/international-womens-day-2\/\" class=\"read-more\"> [&#8230;]<\/a><\/p>\n","protected":false},"author":80,"featured_media":95020,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"footnotes":""},"categories":[348],"tags":[],"class_list":["post-94923","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-culture-engagement-2"],"acf":{"topics":false},"yoast_head":"<!-- This site is optimized with the Yoast SEO Premium plugin v21.5 (Yoast SEO v21.9.1) - https:\/\/yoast.com\/wordpress\/plugins\/seo\/ -->\n<title>International Women&#039;s Day: 6 Empowering workplace strategies<\/title>\n<meta name=\"description\" content=\"International Women\u2019s Day: empowering strategies to empower the women in your organization and promote equity and inclusion for all\" \/>\n<meta name=\"robots\" content=\"noindex, 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