There should be no excuse or tolerance for gender inequity — and the workplace is no exception.
With unprecedented national conversation about the unacceptable experiences women endure in personal and professional environments, some workplace disparities have proven to be systemic in ways that are continuing to make headlines.
As AVADO learned in our recent survey of more than 2,200 American professionals, male employees were more likely to be promoted during a company transformation than comparable women. Adding insult to injury, women were not only less likely to be promoted, but were more likely to have been given additional responsibilities without promotion.
That’s not just embarrassing — that’s potentially discriminatory.
It’s bad enough to be left behind with even more work obligations — but feeling unprepared to fulfill those expectations is cause for additional concern. AVADO’s latest White Paper also revealed that, after a company reorganization, women felt less prepared by their companies than men: While only 1 in 5 surveyed men said they didn’t think they were properly prepared during reorganization, that number jumped to 1 in 3 among women.
It’s no wonder that among the employees AVADO surveyed, women were 24 percent more likely to feel overwhelmed during a reorganization than men.
So, no one should be surprised that when referencing professional relationships with their bosses, women were less satisfied than their male counterparts. Survey results revealed men were 28 percent more likely than women to describe their manager’s communication style as “clear,” and 17 percent more likely to label their boss “approachable.”
These inequities obviously have a ripple effect: Failed reorganization efforts can lead to a toxic work environment, lower morale, and the inability to retain talented women who leave a company in pursuit of the career-enhancing skills that managers should have provided.
It all goes to show that when C-suite and other leaders don’t account for equality during a transformation, individual and collective potential is stunted, and many talented professionals feel underappreciated, to say the least.
AVADO has been helping senior leaders succeed at transformation by helping them re-skill people of all genders equally, because when businesses rebuild business models, executives need to lead effectively by re-skilling people fully — and fairly.