Once a radical idea, it’s now a given that a company’s workforce should represent its customers in order to succeed. That means having more women in decision making roles and on the executive team. Though women currently hold only 4.8% of CEO positions at S&P 500 companies, many organizations are working harder than ever to engage and develop female leaders. Those on the National Association of Female Executives Top Companies List are good examples of places where employees can take advantage of policies and initiatives that help advance women.
Then there are the homes to brogrammers and their non-tech equivalents who are seemingly incapable of taking women seriously at work. Extremes like these are easy enough to spot, but the majority of companies fall somewhere in the middle.
How Does Your Company Measure Up?
- What percent of the company, managers, senior leaders board members and advisors are women?
- Are there training and development programs specifically for women and women leaders? Mentoring is good, but companies need to invest in development.
- What’s the maternity leave policy, and do women come back to meaningful, challenging careers? Bonus: In companies with well used paternity leave, parental leave is normalized and destigmatized.
- Are there part-time and job share opportunities? If yes, do they come with benefits and the chance to advance?
- Are pay and promotions equitable between men and women? Is pay equity data shared transparently with employees?
What to Look for When You’re Job Hunting
Will the volume of work leave you enough time and energy for family and personal interests? Employees at one Northwest tech company say sure, it’s flexible. Their definition? Work any 80 hours you choose. That may not be the kind of flexibility you’re looking for, so be specific about what you want and what they are willing to offer.
Are meeting times flexible enough to drop kids off at school, and get home for dinner? Some companies have a “night shift” where parents leave at a reasonable hour, then log on once kids are in bed. The result can be high email volumes between 9-11PM. Nothing wrong with that, if it works for you.
Are parents supported? I once sent an email wishing a speedy recovery to a hardworking, well respected colleague who had called in sick. She confided that she was feeling fine, but hesitated to tell her clients that she was home with her daughter who had the flu. It should be ok to stay home with a sick child; in fact it should be encouraged.
Getting the Answers
How can you get accurate information before making a decision? Talk to the Recruiter, the hiring manager, or HR. Check out Glass Door reviews. You’d think people who are trying to woo you would be guarded, but you may be surprised by what they’re willing to share. During one interview I asked my prospective boss, also a working mom, about work life balance. Her answer? “I read email at 2AM but that’s just because I’m a freak.” Good to know – I pursued other options.
Find friends or friends of friends who are willing to tell you candidly what it’s like to work there. Social media makes it easier than ever to find connections. No company is perfect, so know your priorities and be clear about what’s going to make you happy and successful. Work and family both demand flexibility; accept that there will be trade-offs. Sometimes you might miss dinner, have to travel, or leave home before kids are awake. In return, your company should support you whether you’re chaperoning a field trip, attending a parent/teacher conference, or just need a little give and take when life happens. A big picture, long term view will help both you and your employer make the right choices.
I’m grateful to two thoughtful and progressive managers (both men) who encouraged me to work from home 1-2 days a week when I came back from maternity leave after having my daughter. I was juggling two kids, an immense workload, and a bumper to bumper commute. Practically, working from home made a huge difference in my quality of life. But more than that, their support assured me that I was still a respected and valued member of the team.
Would you like to create a more friendly, more inclusive work environment? Are you part of a team or company struggling to attract and retain more women? We can help – info@reverbpeople.com.
