The Glass Ceiling: Women Still Face an Uphill Battle in Their Progress and Leadership Development
More discussions are happening today about women’s leadership and equality in the workplace. But what actual progress has been made in promoting gender equality in the workplace? And what do women and men perceive about gender-related issues in the workplace? Check out a few insights from HiBob’s recent study.
- More discussions are happening today related to women’s leadership and equality in the workplace.
- But what actual progress has been made in promoting gender equality in the workplace? And what perceptions and experiences do women and men have regarding gender-related issues in the workplace?
- Here are a few insights from HiBob’s recent study.
More female professionals are shining in leadership roles today. That said, what progress has actually been made in advancing gender equality at work? HiBob recently conducted a study to understand women’s professional experiences and the evolving gender equality landscape and unveil the key emerging trends this year. The study provides insights into the experiences of female professionals as perceived by them and men regarding gender-related issues, such as salary, compensation, promotion, and work-life balance, to examine the opportunities and challenges women face in today’s workplace.
Here are a few insights from the study.
See more: Women’s Day 2024: Inclusion In Tech To Accelerate Progress
Perceived Gender Gaps in Pay and Promotion Diverge From Workplace Reality
Despite organizations discussing equal opportunities, a visible divergence in the perception regarding pay and promotions between genders persists. About 80% of men believe there is parity in promotion opportunities for both genders. However, only 61% of women share this sentiment. Conversely, 35% of female professionals feel that men are promoted more frequently than women compared to 16% of men.
Further, women have to defer aspirations, as 12% reported not being promoted but hoping for something this year, compared to 8% of men in similar situations. The struggle for advancement and recognition becomes more apparent, with twice as many women than men not getting promotions last year and not expecting one in 2024. Moreover, 22% of women believe in a bias against working mothers in promotional processes. This narrative extends to salary perceptions, as 34% of women believe men receive higher compensation for equivalent roles, while 82% of men believe that pay is equitably distributed.
About 82% of respondents also believe that their organizations don’t disclose salary information, perpetuating opacity.
The findings underscore the continuing disparities between genders and the tangible inequities and challenges women experience. They also emphasize the need for organizations to address the perceived and real gender disparities to create a fairer workplace.
Both Genders Share Desires for Enhanced PTO, Yet Women Express Lower Confidence in Taking Time Off
Study respondents desire enhanced paid time off (PTO) and improved parental leave policies. In fact, these even rank higher than better health coverage and flexible work schedules.
One Thing About Organization Benefits People Would Like To Change
Source: IWD 2024: Professional Women in the Modern US Workplace
About 60% of women say their organizations actively encourage employees to take the full time provided for parental leave. However, this is compared to 75% of men, which could indicate that women may feel more pressure not to take much time off for maternity leave.
These findings highlight employees’ changing expectations, placing more emphasis on benefits. Companies should address gender-specific shortfalls in encouraging and providing the uptake of specific benefits designed to level the playing field.
Women Are More in Favor of Work-From-Home Model
Regarding the preferred work model and expected work-life balance this year, aspirations converge around three models: 5 days full-time from the office (32%), five days at will hybrid (27%), and completely from home (24%).
Most Preferred Work Model
Source: IWD 2024: Professional Women in the Modern US Workplace
While full-time from the office seems to be the preferred work model, gender-specific preferences exist. While 38% of men prefer to work full-time from the office, 31% of women are more inclined toward a 5-day work-from-home model due to a desire for flexibility and a personalized approach to work-life balance.
So, why do people prefer to work full-time from the office? For men, the mandate of face-to-face interactions (17%) and the need to separate work from personal life (13%) top the list. Women also value mandated face-to-face interactions (18%) and the need to separate work and home environments. However, they also felt more obligated than men to be present.
Do people expect their work-life balance to improve this year? About 57% of men expect improved work-life balance compared to 47% of women. A few more female professionals than men also believe it will be worse.
Women Believe Companies Lack Commitment in Fostering Their Leadership Development
Different patterns emerge regarding the perceptions of how committed companies are toward gender equality and women’s progress. For men, the connection lies in the overall company culture, with 16% highlighting this link. However, women place more importance on daily visibility, with 17% considering it crucial. About 21% of women also felt a lack of specific allegiance towards women from their companies, suggesting a need for more focused initiatives from the organization.
Men and women also feel differently regarding companies showing visible commitment to developing women leaders. About 29% of women, compared to 15% of men, don’t find their organizations visibly committed. On the other hand, 53% of men, compared to 38% of women, feel their companies are putting visible efforts to develop women leaders. Even when progress is made, 22% of women report feeling less qualified due to their gender, which only 15% of men feel.
See more: More Women Than Men Think Gaps Exist in Pay, Benefits and Promotions
Conclusion
The findings underscore the persistent disparities and challenges female employees face professionally. It highlights discrimination in their salaries, promotions, and the benefits they receive compared to male employees. They continue to encounter challenges to their progress and leadership development, indicating a lack of visible commitment from their organizations.
Despite these challenges, most female employees stay in their current positions, deferring their aspirations in hopes of positive changes this year. Ultimately, concerted efforts from organizations are required to rectify the imbalances and create a more supportive and equitable environment for female professionals.
What steps have you taken to create a supportive and inclusive environment for your female employees? Share with us on Facebook, X, or LinkedIn. We’d love to hear from you!
Image source: Shutterstock
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