Companies in the 21st century might be more committed to gender diversity than at any other time in history, but progress remains slow when it comes to sexism at work. At every stage in the corporate pipeline, women are underrepresented, according to Women in the Workplace 2016, a comprehensive study of women in corporate America conducted by McKinsey & Co. and LeanIn.org.

With fewer women than men at each step on the corporate ladder, the gap between them widens as they climb. The entry level consists of 54 percent men and 46 percent women. But then at the manager level, 63 percent are men and 37 percent are women. With fewer women advancing to this stage, the next levels get predictably worse: only 29 percent of vice presidents and 19 percent of C-suite leaders are women.

As might be expected, this scenario can affect the mindset of female employees. The study notes:

“Compared to men, women are less likely to think they have equal opportunities for growth and development—and more likely to think their gender will play a role in missing out on a raise, promotion, or chance to get ahead. Moreover, at every level, women are less interested in becoming a top executive, and those who do want a top spot are less confident they’ll get there.”

So what might employers do to improve gender equality at their companies? Consider these strategies to eliminate sexism at work:

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• Give everyone a voice. While 74 percent of men say they are “able to participate meaningfully” in meetings, only 67 percent of women say they feel the same way. Likewise, 63 percent of men say they’ve been consulted for input on important decisions compared with only 56 percent of women. Work to ensure every staff member has an opportunity to be heard. Going around the table for input, limiting time allotted to each person so nobody monopolizes a discussion, and aiming questions directly at individuals can help.
• Rotate roles. Some 68 percent of men have taken on the toughest tasks at their workplace compared with 62 percent of women. Especially at the entry level, aim to provide each person with a chance to lead a project. Confidence levels will rise, and you’ll have a team that is well versed on how to contribute in any position.
• Avoid stereotypes. This finding may surprise you. When it comes to lobbying for a promotion/new assignment or asking for an increase in compensation, women actually do it slightly more often than men. However, 30 percent of these female negotiators said they have received negative feedback that they are “bossy,” “aggressive,” or “intimidating”—while only 23 percent of male negotiators said they have heard such comments. Watch that gender stereotypes aren’t influencing your language or behavior.
• Set up support systems. Being that only one in five senior executives is a woman, employees often lack easily visible female role models. Look for opportunities to put your team members in contact with influential women, perhaps through industry associations, volunteer boards, or mentorship programs. Likewise, encourage female managers at your company to take an interest in up-and-coming employees. Their influence can be a critical component in helping future generations achieve gender equality in the workforce.

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What does your company do to eliminate sexism at work? Let us know in the comment section below.

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