Not the "Glass Ceiling "but the Broken Rung"
1. A mere 22% of women representatives at the C-suite executive. The ratio is almost equal (with 48% women employees) at the entry-level, but as we move to the top in the hierarchy ladder, we find that the gap is wide enough to attract attention. As per the report, there are 38% of managers, 34% of senior managers or directors, 29% of VPs and 23% of SVPs as far as the percentage participation of women is considered.
3. 49% of women reported that they never happened to indulge in any conversation with senior-level management during their course of working with the company. This figure is about 27% with men. This communication gap though not directly but indirectly has effects on career advancement opportunities.
5. When women were asked about their peers or working companions, it was found out that 20% of them were the only female employees in their group. This ratio is 40% when we talk about senior-level executives. This again is a highly discouraging statistic.
Wage pay : Women are likely to earn only 76 cents for every dollar earned by a male employee of the same grade. Women are not paid on the same grade as men are paid, although they are expected to perform the same duties.
Probable future challenges
- Though automation and artificial intelligence are against the workforce as a whole but women are a tad more exposed to it. The reason being the majority participation of women in the workforce being in the lower- and middle-skilled jobs. It's known to all that due to automation most un-skilled and semi-skilled workers are likely to be axed. The OECD has forecasted that in the coming two years automation will render 11% of women who are currently employed jobless which is 180 million female jobs.
- There is a visible global gender digital divide. Women in the workforce are not well versed with the internet. The percentage of women using the internet Is 12 percent lower than the proportion of men using the Internet worldwide. This percentage goes down even further in underdeveloped countries. In underdeveloped countries, only one in seven women is capable of using the internet. It is almost next to impossible to stick to your job unless you are not backed by sound digital knowledge.
We have another year to try and get over gender parity which is the topic on which consensus is reached very easily at every woman empowerment debate.
2. Employees will be more vocal regarding their demands : Over the recent past, we have witnessed a trend that co-workers are standing tall against any kind of discrimination with their mates. We will witness protest methods like Public walkouts and open letters to management more often. Most of the managements fear such mass protests, they find such protests against the wellbeing of their organization and try to solve them.
3. Absenteeism : This has remained as a primary area of concern for the employers. Women consider their household as their primary responsibility and are committed to it. This often leads to absenteeism. It is almost certain that the problem of absenteeism will remain, and we will continue to experience negative work attendance.
5. Luring career fields for women : The career fields that were once male dominated are now opened up for women as well or we can say that women have presented their firm candidature for those fields. Clerical positions, administrative jobs, nursing, teaching, social work, and retail positions are the fields where we can see the domination of women and this will be a common feature in 2020 as well. But here's a catch the overwhelming participation of women in the aforementioned fields has turned those fields less appealing and thus less paying.
7. The gig economy - an appealing alternative to formal employment : Women always complain about inflexible working hours and tiresome weekly work routine. The gig economy presents them with the opportunity to furnish their part of responsibility with the organization they are connected, remotely. Some examples of such opportunities are online education portals and women drivers. In such cases, they are their bosses and can effectively cater to their household needs.
With leaders, we meant the top-level management of any institution. It largely depends on their will that women will be a mainstream part of their organization or they will continue to act superficially.
- Corporate leaders should not only consolidate Gender-disaggregated data but also take meaningful insights from it. This can be ensured by practicing pay-gap dashboarding, having strict training, re-skilling, and up-skilling programs.
- Women entrepreneurs need to be encouraged. Women-owned businesses around the world should be provided with an ample amount of resources and funds wherever needed. We Connect International is doing such funding for years.
- Job absenteeism for women is an area of great concern and also a big stumbling block in the road to their success. Employers should provide them with flexibility in terms of working hours. This can be achieved through job-sharing, part-time employment and work from home arrangements for women wherever possible.
- Sexual harassment has emerged as a serious issue that seeks immediate address. Employers should constitute dedicated departments to look into such affairs and make sure that they provide women with a safe working environment.
- Employers always have the excuse that they don't receive equal female representation at the time of onboarding. For this particular issue, they need to organize Employer-sponsored training and education programs that will enroute them for a befitting career in the field best suited to them. May be in the technology-related positions too.