Accelerating action: practical steps to empower female leaders

Rupi Kaur once said, “What’s the greatest lesson a woman should learn? That since day one, she’s already had everything she needs within herself. It’s the world that convinced her she did not”. These words serve as a reminder of the strength and potential that women inherently possess. Yet, despite this strength, systemic barriers and societal norms often stand in the way of their progress.

Following the poet’s wisdom, it’s time to take action and create a world that champions women rather than working against them. While significant strides have been made toward gender equality, the gender gap remains visible worldwide, especially in the workplace. This is why it is crucial to accelerate action within organisations and enable women to achieve their full potential in leadership roles. By taking concrete steps and implementing accountability measures, both organisations and individuals can drive real and lasting change.

6 immediate action steps to accelerate women’s empowerment

To advance more women into leadership roles, organisations must adopt meaningful, actionable strategies. In our previous article, we discussed the barriers and challenges hindering women’s career progression. Today, we focus on how to accelerate action for gender equality and highlight six immediate steps organisations can take to support women’s advancement:

1. Set and track meaningful metrics

While tracking the number of women in each department is an important starting point, it’s equally essential to track their progress within the company. This includes monitoring key metrics, such as the number of women promoted, as well as the percentage in leadership roles and pay equity. These indicators are more meaningful than simply counting how many women are employed.

According to the Global Gender Gap Report 2024 by the World Economic Forum, only one in five economies with laws mandating equal compensation for equal work have implemented effective measures to close the pay gap. This highlights the importance of setting specific targets, regularly reviewing progress, and holding leadership accountable for meeting these goals.

2. Find allies and mentors

Building a strong support network is essential for women’s career advancement. As per Grant Thornton, recognising and rewarding male allies who actively support women’s advancement, creates positive examples for others to follow. Therefore, it is important to encourage both men and women in leadership positions to serve as mentors and allies, providing guidance, advocacy, and opportunities for growth. Allies can challenge biases, amplify women’s voices, and help create a more inclusive workplace. 

In order to be a mentor, and an effective one, one must care. You must care. You don’t have to know how many square miles are in Idaho, you don’t need to know what is the chemical makeup of chemistry, or of blood or water. Know what you know and care about the person, care about what you know and care about the person you’re sharing with.

- Maya Angelou

Additionally, mentors can act as role models for women, and as per Startups Magazine, role models in the workplace have a significant influence; when other women see women working in data science, they feel understood, supported, and included. The presence of women in senior data science positions encourages women to envision themselves working in the field in five, ten, or twenty years.

3. Develop an effective sponsorship program

The Mind the Gap study by KPMG shows that 75% of women in leadership roles have at some point in their careers experienced imposter syndrome. The solution is a women’s development program. Mentorship or sponsorship can highly benefit workplace equity. By actively promoting and advocating for women’s career advancement, such programs can really improve workers’ confidence and take their skills to the next level.

It is important to ensure that sponsors are committed to opening doors to high-visibility projects and leadership opportunities. A well-structured sponsorship program should include clear objectives, defined roles, and regular check-ins.

4. Create equitable promotion pathways

There are many stereotypes and biases still relevant and as per Young Women’s Trust, over half of young women say that they had faced some sort of discrimination and compared to 20% of young men, nearly a quarter (23%) of young women have been paid less than the minimum wage they were entitled to, and more than half (55%) of them are concerned about the amount their jobs pay.

It is essential to identify and eliminate biases in hiring and promotion processes. Ensure that women have equal access to mentorship, stretch assignments, and leadership training. Implement transparent criteria for promotions and development. As mentioned above, organisations should track sponsorship outcomes and create an environment where everyone has equal access to promotion pathways, regardless of gender. 

5. Foster an inclusive culture

As Sheryl Sandberg, American technology executive, philanthropist, and writer said, “men are promoted based on potential, while women are promoted based on past accomplishments”. Unfortunately, this is often the case in workplaces. The solution is to make the hiring practices inclusive where there is no space for stereotypes and unconscious bias. In that case, encouraging open dialogue about gender equity and providing training on unconscious bias, allyship, and inclusive leadership could be the solutions. Also, championing gender diversity by cultivating an environment where diverse perspectives are valued and respected is key. 

Another reason holding women back from climbing the career ladder is the lack of pay transparency. In the EU, the pay transparency directive, which is included as a key priority in the EU gender equality strategy 2020-2025, aims to combat pay discrimination and help close the gender pay gap in the EU.

6. Cultivate work-life balance and female wellbeing

Supporting women’s overall wellbeing is essential for their professional success. A working environment in which there are supportive policies and where a work-life balance is fostered, attracts and retains top female talent, improving their wellbeing. As per the EEL (European Economic Letters) study, for working women, who frequently need to accommodate job and family obligations, finding a work-life balance is crucial.

Companies can implement policies that promote work-life balance, such as flexible working hours, remote work options, and comprehensive parental leave. To ensure that women feel supported both professionally and personally, it is important to provide resources for mental health, career development, and personal growth.

Conclusion

Rupi’s Kaur words, mentioned in the introduction, remind us that women must believe they are good enough. However, the world is not always supportive, and the path to success can be far more challenging for women. This makes creating an inclusive workplace where women’s potential can truly thrive essential. Achieving this requires breaking down barriers and building an equal foundation for growth, ensuring opportunities are accessible to all, regardless of background or origin.

By taking these immediate steps mentioned in this article, organisations can accelerate the advancement of women into leadership roles and foster a more equitable, empowering workplace.

At Morson, we’re proud to champion women by supporting female talent, sponsoring key events, and partnering with organisations that promote diversity and inclusion. 

One such event is the International Women’s Day Event: A Woman’s Path to Leadership. If you would like to find more practical steps to empower females in the workplace, join us on Thursday, 13th of March in London.