{"id":1673,"date":"2019-01-23T03:57:22","date_gmt":"2019-01-23T11:57:22","guid":{"rendered":"https:\/\/addison.lwh.dev\/insights\/want-to-know-how-to-retain-the-smart-women-in-your-organization\/"},"modified":"2019-01-23T03:57:22","modified_gmt":"2019-01-23T11:57:22","slug":"want-to-know-how-to-retain-the-smart-women-in-your-organization","status":"publish","type":"post","link":"https:\/\/addisongroup.com\/insights\/want-to-know-how-to-retain-the-smart-women-in-your-organization\/","title":{"rendered":"Want to Know How to Retain the Smart Women in Your Organization?"},"content":{"rendered":"\n

The challenges faced by women in the workplace are plenty\u2014specifically in industries traditionally dominated by men. While women today may have more career opportunities and educational achievements than prior generations, many still work in environments ripe with unequal pay, discrimination, harassment and more.<\/p>\n\n\n\n

Despite women making up nearly 47 percent of the U.S. workforce<\/a>, they\u2019re still fighting an uphill battle to gain equal standing with their male counterparts. And according to the Women in business 2018<\/a> report, the percentage of women who hold senior roles is on the decline, with women only holding 24 percent of executive roles globally.<\/p>\n\n\n\n

While it\u2019s clear the glass ceiling is still in place, progress is being made to crack the barrier.<\/p>\n\n\n\n

Women in the workplace today are more ambitious and confident when it comes to fulfilling their career aspirations, with 77 percent<\/a> stating they make good leaders and 60 percent reporting they feel supported and understood by their managers.<\/p>\n\n\n\n

But the work doesn\u2019t stop there \u2014 HR and talent-acquisition executives have a unique opportunity to help keep the progress going. Here are three ways to support women who are making strides to break into and diversify male-dominated industries.<\/p>\n\n\n\n

Sustaining the Change<\/strong><\/p>\n\n\n\n

Now more than ever, companies are starting to understand the value of diversity. It\u2019s not only the right thing to do, but companies are seeing the benefits to their bottom lines as well. Research from McKinsey & Co. reveals the strong correlation between gender diversity on executive teams and increased profitability and value creation. In fact, companies that land within the top 25th percentile for executive-level gender diversity worldwide are 21 percent<\/a> more likely to experience above-average profits. While the motivation for diversity is clear, that doesn\u2019t mean businesses always understand how to ensure women are thriving within their organizations.<\/p>\n\n\n\n

HR plays a huge role in helping to facilitate this change. Through initiatives like employee resource groups or mentorship programs, women have the opportunity to seek out the support and guidance of other women within workplaces where they may be outnumbered by men. In male-dominated industries such as IT, engineering and manufacturing, it\u2019s more important than ever for women to be able to experience more accepting, safe work environments.<\/p>\n\n\n\n

Encourage and Empower<\/strong><\/p>\n\n\n\n

As more women continue to forge a path into male-dominated industries, it\u2019s important to be able to anticipate their needs in order to help address potential issues before they arise. For many women, navigating workplaces comes with the potential for unconscious bias and\/or unfair treatment. However, there are some helpful pieces of advice for women who are pushing for representation and change within organizations where they may be outnumbered by men.<\/p>\n\n\n\n