Meklit Mintesnot
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Last year, as part of the celebration of International Women’s Day on March 8, I observed numerous companies sharing content on social media that featured their female employees and leaders, showcasing their contributions to organizational growth. (I am also delighted to see the List of Female Influential Leaders prepared by Rekik Analytics). This emerging practice among different companies is truly remarkable. Whether it’s giving flowers to female employees or organizing flights operated by female crew members, these initiatives serve as encouragement for the millions of women partaking in the workforce.

However, it’s important to remember that women’s workplace empowerment goes beyond a one-day celebration. It requires ongoing investment and determination from organizations, female employees themselves, and their male counterparts. So, what exactly does it mean to empower women in the workplace? What actions should organizations take to empower their female workers, from interns to CEOs? While I may not be an expert to address this issue, being a woman who has worked in different organizations and roles gives me an advantage of discussing it. So here we go

What does women’s empowerment mean?

For me, empowering women in the workplace means removing the barriers that limit women’s career advancement and giving them the same opportunities, resources, and influence as their male counterparts. It entails equal opportunities for employment, advancement, and growth independent of gender. Actively encouraging women to pursue leadership positions and increasing their representation at all levels of the organization is crucial.

What action should Organizations take to empower women?

To support women at work year-round and walk the talk, organizations must have policies, strategies, and a culture of women’s empowerment and ask one critical question “Do we believe that everything we do to empower women is an investment with a return and goes beyond creating a public impression?” and the following questions to assess their practices. Are we

1. Offering equal opportunities for employment, advancement, and career growth?
2. Encouraging women to pursue leadership positions and increasing their representation?
3. Educating employees on the existence of unconscious bias and how to deal with it through training, policies, and inclusion.
4. Ensuring equal pay for equal work, regardless of gender
5. Promoting policies and practices that support work-life balance, such as maternity leave, childcare support, and family-friendly policies.
6. Offering training programs and professional development initiatives that enhance women’s skills, knowledge, and confidence

For me, the true sign of celebration and respect is recognizing people’s differences and creating an environment where everyone is included and has the opportunity to thrive. Let’s celebrate women throughout the year by creating a conducive environment that fosters their professional growth.

Happy International Women’s Day, month, and year.