According to the NAWL 2017 Annual Report Survey, “for over a decade, approximately 50 percent of law students nationwide have been women, law firms have recruited women entry-level associates in proportion to their representation among law school graduates.” However, as in many male-dominated industries, we do not see the same proportion of women represented as equity partners in those same law firms.
When we explore the socially constructed gender norms for men and women, it does not take long to recognize that the ideal behavior for men aligns with key characteristics we expect to see in leaders, while the ideal behavior for women aligns with the supporting roles. This is especially true when we outline expectations for how each gender communicates.
We surveyed the roundtable participants across industries and roles within their companies to understand the challenges their women’s initiatives were facing, because we knew that breaking down these barriers was the best way to achieve success for each women’s initiative.
The 2017 Women in the Workplace report is finally here, and with it comes some harsh truths and actionable next steps.
You reserve the room. You order the catering. You bring in the perfect speaker. You send the invites and track the responses.
You plan an event. And people don't show up.
If you are painfully nodding along, you are not alone. So many of our clients struggle with the challenge of simply getting people to show up for the events that they have spent time, money, and effort to plan. Of course, most people are respectful—they let you know they can no longer make it, they lament that their travel schedule puts them out of the office the day of the event, they promise to attend the next one. The interest and intention are there, which you know because you have asked the attendees what they want. So how can you get past the last-minute fire drills and get people to show up for your events and programs?
Three easy steps to planning compelling programming for your organization's women's initiative.
Gild Collective uses data and key insights from working with thousands of women to drive strategic organizational change and to provide workplace inclusion trainings to key stakeholders.
At Gild, we are notorious for loving to get our hands dirty with a creative project. Although our business has changed and grown a lot over the past few years, we have always had a mission at the heart of what we do that centers around confidence, creativity, and community. And while our central focus has shifted from craft projects to women’s issues (in the form of workshops, strategy, and training), creativity is still at the heart of what we do. We often get questions about why we are so passionate about the benefits of being creative with your women’s initiative participants, so we thought we’d share a few of those benefits here.
We’ve heard just about everything when it comes to the perceptions of women’s initiatives within organizations. We’ve seen organizations where all employees are bought-in—they see the value, and they have both men and women participating in driving equality in the workplace. But, we’ve also seen organizations where there is women’s initiative pushback, or a lack of understanding on what the purpose of the initiative is and the goals it is trying to reach.
Busy. Overwhelmed. Buried under work. Treading water. Barely surviving.
These are phrases that we hear our friends (and ourselves) use on a regular basis when we discuss our jobs. When we combine the stress we feel at work with our personal responsibilities outside of the office, it can often feel like too much to juggle. More organizations than ever are trying to serve their female employees through women’s initiatives, many of which aim to help tackle the constant state of “overwhelmed” that many women are stuck in. These initiatives have the best intentions, and even call in outside resources to plan amazing programming for their female workforce. However, organizers still tell us that one of their biggest challenges in getting women engaged is convincing them that women’s initiatives are worth their time– time that, as we know, is a precious and limited resource.