TBN #21
Is your organization really inclusive of women?
Happy Women’s History Month! I recently had the opportunity to provide a workshop to the folks at Docker about building inclusive organizations. One of the key components of building inclusive organizations is to examine the intersectional experiences of women in the workplace. Here is data from recent reports regarding women in the workplace:
More than 10% of Fortune 500 companies are led by women (about 53 women)
Women are promoted at lower rates than men (Source: Korn Ferry)
Half of women from marginalized racial and ethnic groups experience racism at work (Source: Catalyst)
Women with darker skin tones are more likely than women with lighter skin tones to experience racism at work (Source: Catalyst)
Trans women and queer women are more likely than cisgender heterosexual women to experience discrimination at work (Source: Catalyst)
LGBTQ+ women and women with disabilities are subjected to more demeaning and “othering” microaggressions (Source: Lean In)
Stats organizations should consider when their aim is to build an environment that is more inclusive of different women’s identities:
58% of women under the age of 30 say advancement has become more important to them in the past two years (Source: Lean In)
More than ⅔ of women under 30 say they care more than they did two years ago about flexibility and company commitment to well-being (Source: Lean In)
Many women point to remote and hybrid work options as one of their top reasons for joining or staying with an organization. In particular, Women of Color and women with disabilities are about 1.5X as likely to experience demeaning and “othering” microaggressions when they work mostly on-site as opposed to mostly remotely.
49% of survey respondents say their senior leaders do not engage in allyship, and 43% say they do not engage in curiosity (a key skill to being an antiracist leader) (Source: Catalyst)
When leaders/managers regularly challenge gender-biased language and behavior, women are significantly happier and more likely to stay (Source: Lean In)
In sum, organizations need to display cultural competency skills, challenge gender-biased language and behavior, provide flexible work options, and support the advancement of women, especially early-on in their careers.
What is your organization doing to create a more inclusive environment? If you’re interested in learning how to build an inclusive organization, let’s connect.
Also, I will not be in your inbox next week because I’ll be observing spring break. 😎 I’ll be back on March 16.
Let’s get into it…
WEEKLY UPDATE
CLIFF NOTES: IN CASE YOU MISSED IT…
BENTON’S BASICS: PSYCHOLOGICAL SAFETY
Long story short…
Last week, I shared Fast Company’s article on ways leaders can practice being more inclusive. One key takeaway is that highly inclusive leaders will need to prioritize psychological safety. So, what does that mean exactly?Here are the four (4) stages of psychological safety:
Inclusion safety: members feel safe to belong to the team.
Learner safety: members are able to learn through asking questions.
Contributor safety: members feel safe to contribute their own ideas.
Challenger safety: members can question others’ ideas or suggest significant changes.
STUDY HALL: DISABILITY JUSTICE SYLLABUS
Time to get our reading on! Sins Invalid, a disability justice based performance project, just dropped their Black Disability Justice Syllabus. The syllabus includes readings about history, politics, health, art, and more. Click the link below and find something to read this week.
HOMEWORK: FREEDOM WRITERS
What I’m Listening To 🎧: Freedom Is a Constant Struggle by Angela Y. Davis is included with an Audible membership so of course, I’m reading…I mean, listening to the book.
What I’m Reading 📖: Fannie Lou Hamer – Paving the Way for the Civil Rights, Women’s Rights, and Disability Rights Movements from the syllabus above.
What I’m Watching 📺: Creed III will be in theaters this weekend and I will be there—front row and center.
DANCE BREAK: MAN! I FEEL LIKE A WOMAN
It’s Women’s History Month and there are so many powerful anthems for women. However, this song was one of the first that came to mind. I’ll share my other favorites in the coming weeks.
DOUBLE TAP: WHO I’M FOLLOWING
Catalyst is a nonprofit organization that strives to build organizations that work for women. They recently shared a report declaring that antiracist leaders must do more. Visit their website to learn more about their work.
I’d love to hear from you!
What do you need to be better in work and in life? Send me a message or connect with me on social.
