It’s National Women’s History Month, which means we are recognizing women throughout history who have changed the world with their ideas, contributions, and bravery. These women leaders, from Rosa Parks to Marie Curie to Malala, show us how capable women are of being innovators and change-makers.
However, in the day-to-day, research shows that womens’ contributions at work are often overlooked.
So, why are women going unrecognized for their work, and how can we change that?
If you are a man, it is likely that your ideas are attached to your name. Maybe you even get a promotion for your ideas. In a recent study by the University of Delaware, researchers found that men are more likely to be given credit for their ideas, and therefore more likely to be selected for leadership than women.
If you are a woman, you likely are not at all surprised at this research, because every time you share an idea, one of three things happens:
This bias against womens’ ideas exists across jobs and industries. For a lot of underrepresented employees, they start to wonder if they should share their ideas at all.
In a 2013 Harvard Business Review study, women employees noted that they faced a conundrum: being less visible and vocal in the office could hurt their odds of promotion. But being TOO visible, and violating “feminine” gender norms, could leave them off even worse.
Along with womens’ ideas, womens’ labor also goes unseen. One reason? Women leaders are doing extra work that does not lead to promotions. In fact, women are doing about 200 extra hours of unpaid, unpromotable work than men each year.
For example, since the murder of George Floyd in 2020, companies have recognized that diversity, equity, and inclusion (DEI) policies are necessary to retain employees.
However, according to McKinsey’s 2022 Women in the Workplace study, women leaders spend more time than men on DEI initiatives that fall outside their formal job responsibilities – and are unpaid for this work.
40% of women leaders say that their DEI work, such as spending extra time supporting employee resource groups and recruiting employees from underrepresented groups, is not addressed on performance reviews.
DEI initiatives are essential, however, the lack of recognition and pay for this extra work is hurting women leaders and increasing turnover and burnout.
According to the same McKinsey study, 43% of female employees experience burnout, versus 35% of male employees. This gap is wider for senior leaders, where 49% of women experience burnout versus 37% of men.
Women go unrecognized for other work in the workplace, too. They are expected to do office housework, or gendered, unpaid chores like planning birthday parties or team outings. Overall, this expectation for women to do extra labor without pay or promotion keeps the gender opportunity gap at a standstill and strains women in leadership roles.
Whether it’s being celebrated for an idea or actually being promoted for the work you do, recognition feels good. But it goes beyond just feeling good.
Employees who are actively appreciated, through praise AND promotions, are happier than employees who are not. The result? A 12% increase in productivity, and less burnout, according to economists at the University of Warwick.
Additionally, trust is built– 90% of employees who were consistently appreciated by their manager reported high levels of trust in that boss, compared to 48% of employees who were not consistently appreciated. When employees are happy and trust their workplace and management, they stay in the company for longer.
Though deep-seated gender biases often cause the recognition and opportunity gap between men and women, there are quite a few ways to address this issue.
At the broadest level, companies can create policies to ensure women are being properly recognized for their work, and that they are not expected to do extra work to begin with.
One way to do this is by hiring actual DEI professionals to help protect employee well-being, rather than relying on women (especially WOC) to do so.
Another way is to enforce work-life boundaries to address uneven levels of burnout; that employees should not be expected to answer pings or emails off work hours, for example. Some companies, like TaskUs, have created “No Chat Weekends,” where they discourage employees from sending work emails and pings on weekends.
Company policies can also give women employees the go-ahead to create their own boundaries, which could cut down the expectation for extra work. Companies should be clear that use of “do not disturb” signs, in the office or online, are encouraged so that employees can focus on tasks that will be addressed in their performance reviews.
Managers across teams should make sure they are evaluating performance based on results, not in evaluations of personality or potential, where gender bias can often creep in and prevent women from being recognized for their actual work.
One way to do this is by instituting a rating scale rather than an open-ended review. Managers should provide clear career pathing expectations, and provide women employees the flexibility to say “no” to things that are not directly addressed on their career path plan.
Managers should also divide up chores and tasks on a rotational basis, perhaps by using a calendar or chart system, so women are not expected to do office housework.
In a 2014 study out of George Washington University, researchers found that in a group of men and women, men interrupted 33% more often than when they were just talking with men.
This is one reason why womens’ ideas often go unseen. Sometimes, the loudest person in the room is the one seen as most capable, or most intelligent.
Men, when you have the thought to interrupt, ask yourself why you need to speak at this very moment. Thinking twice might give you some insight into how this phenomenon happens in the workplace.
Instead of interrupting, practice “naming” ideas.
For example, say, “Sarah’s idea was to _____, and I think that’s a great idea.” If you have a voice, the best way to be an ally is to use it!
Lastly, for women in the workplace, it can be exhausting to be overlooked and underappreciated. One of the best things you can do for yourself is to just say “no.”
For gender equity to be achieved in the workplace, everyone needs to work together to recognize women and their contributions appropriately.
So let’s celebrate the women in our workplaces today by shouting out their achievements!
When do you feel recognized in the workplace? Let us know at ccwomen@cmpteam.com.
Want to recognize an incredible woman in your company? The CCWomen Hall of Fame Awards are open to nominations! Nominate someone here– we would love to build a stage for them to stand on