Though women have been in the workforce for a long time, they’re still operating at a disadvantage when compared to men. It’s a competitive world out there. It’s time to recognize the value that women hold for your organization. Inclusive leaders know that becoming more inclusive of their female workforce is a business imperative. It’s not “nice to do.” It’s a must do to succeed in today’s competitive global business environment. In order to become more inclusive of women and work toward workplace equality, inclusive leaders need to make sure they’re equipping their female employees with the tools they need to succeed.
Providing women with the tools they need to succeed applies to those mentoring women outside of the workplace, as well. Andie Burjek explains how mentors can help their female mentees in her article, “Why Women Need IPO: Information, Power and Opportunity.” As the title suggests, Burjek says that the keys to a woman’s success in the professional world are information, power and opportunity.
Burjek — who credits Grace Killelea with the coining the initialism IPO — says that information refers to receiving intel that will help advance a woman’s career. This means finding out whether a company is hiring for a position she’s interested in, or telling her about a networking event that’s happening next week. Some women are great at seeking the information on their own, but it never hurts to have an extra set of eyes and ears looking out and listening for information that will benefit your career.
Power refers to a woman’s relationships and her own attitude. While it’s important to have the skills necessary to perform a job, being able to network might be even more crucial. Meeting others is a great way to get a foot in the door at a company you respects, or to get a position that you’ve always wanted. When women are meeting other professionals, attitude is an equally important part in the power equation. Inclusive leaders and mentors need to reiterate to their female employees and mentees that having a positive attitude and carrying themselves with confidence will help them make those important and powerful connections while networking.
Lastly, armed with the information and power they have, women need to act on opportunities when they arise. Many times, women are afraid to ask for what they want in the workplace because they don’t want to be seen as too aggressive. This could mean that they might miss out on applying for a promotion, asking for a raise or offering up suggestions in a meeting. Inclusive leaders need to encourage women to ask for what they want, rather than holding back. Women need to know that they’re a vital part of the organization and that they have a right to contribute ideas to the company, as well as to reach for career advancement opportunities.
Are you helping your female employees and mentees gain information, power and opportunity? Be inclusive!