top of page

We Aren’t Giving In!

First published on LinkedIn.

Two years ago, I asked you all how comfortable you feel talking about gender inequality at work. This year, I asked the same question again and the results were very encouraging! In 2022, only 32% of respondents said they felt very comfortable discussing gender inequality at work. This year that number has jumped almost to 50%!! This is encouraging news as we continue to struggle to fight for equality. 

Despite the constant setbacks, we have to celebrate the “wins,” no matter how small. There has been some progress in the amount of women in leadership. Women represent roughly 1 in 4 C-suite leaders, and women of color: 1 in 16. Since 2015, the number of women in C-suite has increased from 17% to 28%

Since 2020, women have been (re-)entering the workforce at a slightly higher rate than men, moving towards a more equal workforce. Between 2022 and 2023, this gender parity labor-force participation rate increased from 63% to 64%, a modest increase...but an increase nonetheless!

There is a lot of room for growth and many gaps still exist. Let’s discuss some common myths surrounding women in the workplace and why we need to continue to challenge these ideas. 

MYTH: Women are becoming less ambitious.

REALITY: Women are more ambitious than before the pandemic—and flexibility is fueling that ambition.

  • Young women are especially ambitious. 9 in 10 want to be promoted to the next level, and 3 in 4 aspire to become senior leaders. This is why leaders should find ways to be inclusive of Gen Z in the workforce.

  • Flexible work has unlocked women’s ambitions. 1 in 5 women who work remotely say that flexibility has supported their work/life balance and helped them remain in their roles. They are experiencing less fatigue and burnout, leading to increased ambitions. 

MYTH: The biggest barrier to women’s advancement is the “Glass Ceiling.”

REALITY: The “Broken Rung” is the greatest obstacle women face on the path to senior leadership.

  • The “Glass Ceiling” has long been the culprit for preventing women’s advancement into leadership. But it is now clear that the real barrier is the “Broken Rung.”

  • In 2023, for every 100 men promoted to manager, only 87 women were promoted. This gap gets larger for women of color with only 73 being promoted for every 100 men. This number has dropped from 82 in 2022! And yet...women actually ask for promotions as often as men do. 

  • This points to another clear reason – BIAS. It turns out that men are hired based on their future potential, while women are hired based on their past performance. This performance bias means many women are overlooked for promotions. 

MYTH: Microaggressions have a “micro” impact.

REALITY: Microaggressions have a large and lasting impact on women.

  • Women are twice as likely to be interrupted and receive comments about their emotional state, compared to men. Many end up hiding/covering parts of their identity or changing their behavior in order to fit in. This is the opposite of Belonging and what we want to see in the workplace. 

  • This becomes more complex with Intersectionality. Women with various identities will be affected by Microaggressions differently. For example, Asian and Black women are 7x more likely than White women to be confused with someone of the same race and ethnicity. Differently abled women, neurodivergent women, veteran women, and LGBTQ+ women are even more likely to have their competence challenged and feel “othered” by demeaning and disrespectful comments. 

MYTH: Affirmative action is only about race/ethnicity.

REALITY: Affirmative action also depends on age and gender.

  • With the end of affirmative action in college admissions, many predict an increase in adverse outcomes based on race and gender. Remember, without affirmative action, women and people of color wouldn’t have otherwise had access to selective universities. At one point, Black students were essentially nonexistent!

  • Often when we think about gender equity, we paint a broad stroke and only focus on women/caregiver-specific issues. But it’s so much more than that – at the end of the day, we’re all looking to be treated as HUMANS. 

Women’s History Month is for EVERYONE!

There’s so much negativity in the news cycle that sometimes you want to give up and give in.

Resiliency is a hallmark of women and the human race – let’s not let the anti-DEIB backlash stop us! Remember...they are in the minority...not the MAJORITY!


  • Women's History Month: The theme for 2024 celebrates “Women Who Advocate for Equity, Diversity and Inclusion.” The theme recognizes women throughout the country who understand that, for a positive future, we need to eliminate bias and discrimination entirely from our lives and institutions. Women from every background have long realized that an uneven playing field will never bring equality or justice. Many feel the critical need to speak up and work harder for fairness in our institutions and social interactions.

  • Gender Equality Month: This month is dedicated to celebrating the social, political, cultural, and academic achievements of women in the world. March is also important to raise awareness against gender bias in society. Did you know that, according to United Nations Development Programme, almost 90% of men and women hold some kind of bias against women? This month is dedicated to eradicating those biases and teaching people the indispensable role of women in society.

  • Developmental Disabilities Awareness Month: This month seeks to raise awareness about the inclusion of people with developmental disabilities in all facets of community life, as well as awareness of the barriers that people with disabilities still sometimes face in connecting to the communities in which they live. The theme is “A World of Opportunities” – we’re celebrating people and working together to remove obstacles. Our goal is to build a community that’s committed to creating a world where everyone can do well and succeed. 

  • Irish American Heritage Month: This is a chance for us to tip back a Guinness and contemplate the Irish blood that flows through the heart of America! From John F. Kennedy to Brad Pitt, some of the most famous, prolific, and influential Americans are of Irish descent. March is our opportunity to reflect upon this heritage, learn more about it, and celebrate what is a unique and brilliant strand of history.

  • March 1 - 7: Invest in Veterans Week - This week is a celebration of the contributions and sacrifices of America's unwavering veteran entrepreneurs. This year, we invite you to honor the men and women who have selflessly served our country and now lead in business.

  • March 1: Employee Appreciation Day - This day reminds managers that strong employer-employee relations are at the core of any truly successful business. Having a great relationship with your employees is an important aspect of being a manager, and appreciating their efforts can go a long way towards making workers feel valued. Take some time on National Employee Appreciation Day to connect with your employees, offer authentic praise, and listen to their experiences. If possible...give your employees part of the day off, or treat them to a special lunch or group activity.

  • March 8: International Women’s Day - The campaign theme for International Women's Day 2024 is Inspire Inclusion. When we inspire others to understand and value women's inclusion, we forge a better world. And when women themselves are inspired to be included, there's a sense of belonging, relevance, and empowerment. Collectively, let's forge a more inclusive world for women!

  • March 12: US Equal Pay Day - Each year, this symbolic day is used to raise awareness around and combat the impact of pay inequities. This day marks the current state of the gender pay gap: 84% for full-time workers and 78% for all workers (including part-time and seasonal).

  • March 18 - 24: Neurodiversity Celebration Week - This week is a worldwide initiative that challenges stereotypes and misconceptions about neurological differences. It aims to transform how neurodivergent individuals are perceived and supported by providing schools, universities, and organizations with the opportunity to recognize the many talents and advantages of being neurodivergent, while creating more inclusive and equitable cultures that celebrate differences and empower every individual.

  • March 21: International Day for the Elimination of Racial Discrimination - Racial discrimination continues to be a pressing issue in today's global society, with far-reaching consequences that hinder social cohesion. This day serves as a vital reminder of our collective responsibility to combat racism, promote tolerance, and strive for a more equitable world. 

  • March 21: World Down Syndrome Day - This day calls for global awareness of down syndrome and the discrimination people with down syndrome face in society. This year's theme is to "End the Stereotypes!"

  • March 25: International Day of Remembrance of Victims of Slavery & Transatlantic Slave Trade - This day honors and recalls the more than 15 million people who were brutalized for over 400 years as a result of a slave system. The Panamanian port city of Portobelo is a key entry site during the transatlantic slave trade for enslaved Africans who would then be transported to various locations if they survive the treacherous ocean voyages. Despite its abolition, the effects of slavery still exists today in various ways.

  • March 31: International Transgender Day of Visibility - This day is meant to raise awareness about transgender people. It is a day to celebrate the lives and contributions of trans people, while also drawing attention to the poverty, discrimination, and violence the community faces.

Until next month... Be well and stay safe & healthy!


bottom of page