Let’s start by saying the responsibility of gender equality in the workplace is not that of the victim, one individual, or even one gender. Gender equality in the workplace can only make strides when entire workplaces take initiative to implement a long term gender strategy to ensure complete equal opportunity within the institution. With that being said- there are plenty of things we can do as individuals to help combat gender inequality in the workplace, starting with your first job out of college.

 

Income Equality in the Workplace

Until the early 1960s, newspapers published separate job listings for men and women. Jobs were categorized according to sex, with the higher level jobs listed almost exclusively under “Help Wanted—Male.” In some cases the ads ran identical jobs under male and female listings—but with separate pay scales. Separate meaning unequal: between 1950 and 1960, women with full time jobs earned on average between 59–64 cents for every dollar their male counterparts earned in the same job.

It wasn’t until the passage of the Equal Pay Act on June 10, 1963 (effective June 11, 1964) that it became illegal to pay women lower rates for the same job strictly on the basis of their sex. Demonstrable differences in seniority, merit, the quality or quantity of work, or other considerations might merit different pay, but gender could no longer be viewed as a drawback on one’s resumé.

And yet, men still run this world. Of the 195 independent countries in the world only 20 are led by women. A record “high” of 24 of the Fortune 500 CEO’s are women (a little less than 5%). In 2009 only 24 percent of all CEOs in the US were women and they earned 74.5 percent as much as male CEOs. We see this income disparity horrifyingly similar in professional sports!

 

In 1970 American women were paid 59 cents to every dollar a man made. By 2011 women were now making 77 cents of the dollar… Forty years and inflation of bread and eggs have seen a larger increases than income equality between the genders. Even more horrifying is that these statistics are for the majority of women; this does not account for the fact that hispanic and black women tend to make only 54-64 cents on the dollar.

 

And yes- these statistics account for men and women in the same profession with the same tenure. Although, what we are starting to see is income inequality drastically becoming worse as men and women age (women over 35), often the result of discrimination of impending childbearing stages (marriage, age, etc), blatant sexism, or reduced opportunities in the workplace for women who do choose to have children.

 

Gender Equality… not in the Workplace

 

It amazes me that in 2015 we are still discussing the idea that men, women, and and all sexual orientations deserve equal opportunities, pay, respect and legal rights. Meanwhile male leaders, like Nobel Peace Prize winner Tim Hunt and Indian Prime Minister Narendra Modi express blatant disregard not only for gender equality, but for basic respect for all humans. If there are national leaders that have this type of disregard, imagine what type of comments, undertones, and general sexism is experienced by millions of women on a daily basis.

 

Start with Yourself

The responsibility of income and gender equality is that of the of institutions of which we partake. This does include individuals holding each other responsible for their part by reducing stereotypes, and promoting a general welfare for all. And, unfortunately, this will include every individual to stand up for themselves when they are confronted with profound inequality, or an ever so common backhanded gender stereotyped compliment.

 

What can I do?

For those women who have recently graduated from college, the pinnacle beginning point in your career is the best time to set some good expectations for yourself, as well as those around you. Start by dressing and acting professionally, and make yourself visible, and set yourself up for future career successes.

 

As a new graduate, entering a profession there are plenty of things that you, as an individual, can do to combat gender inequality in the workplace.

 

• Research: Research what the average wages for your position statewide are far before you get into the interview. Many websites list information for several careers. One example is this information are salary websites for different career fields, they apply to just about all types of careers, including assistant, and other introductory level positions.
  • Check out your employer on Glassdoor, and ensure that you are going to be paid similarly to other professionals in that workplace.
  • Check out the ratio of men to women working at the company, as well as the ratio of male to female in leadership- this is pretty indicative of a company’s gender equality strategy, as well as what an overall sensitivity to the issue. When you interview ask about the family leave policies, and any maternity/paternity benefit packages that are available.

 

• The Admin Trap: Women are far more likely to volunteer for training, mentoring and last-minute client requests. You may have cleaned up after your roommate, but you are not the office “mom”, and if you set yourself up with the expectations that it is not your job to clean up after others- or run and grab people coffee; others will you view you the likewise. Now, I am not saying don’t be polite, and lend a helping hand with office duties the entire team partakes in. Just realize you don’t need to take notes, make cupcakes, answer phones, and clean up the break room.
  • Virgin founder, billionaire Richard Branson blogged about how women are expected to be the note-takers in meetings, which reinforces gender biases at work. Branson writes that there is an unfair expectation on women to do ‘support work.’ “It’s time for men to step up and do their share of support work. On top of counteracting gender bias in the workforce, it will also give men a better understanding of what going on within the business and what needs to be done to make things run more effectively,” he writes.

 

• Three S’s: Sit up, speak up, and sit at the table. Don’t text or look down, speak up if you have experience relating to the discussion, and most of all- sit at the table. Don’t sit off in the group- take a seat and be a part of the discussion if you want to give the appearance that you care, and you deserve a spot.

 

• Embrace lateral promotions: Not every promotion is an upward motion- embrace the opportunity to learn new skills in a different position.

 

• Look out for yourself first: For women, the most important change starts with a shift in mindset: If we want to care for others, we also need to take care of ourselves. Numerous studies indicate that women (and men) achieve the highest performance and experience the lowest burnout when they prioritize their own needs along with the needs of others. By putting self-concern on par with concern for others, women may feel less altruistic, but they’re able to gain more influence and sustain more energy. This applies in the workplace, and in your home life. Setting your relationship up for an equal sharing partnership will result in less strain between balancing home and work life- especially if children ever enter into the equation.

 

• If you deserve it: Studies demonstrate that men are more likely to contribute with visible behaviors — like showing up at optional meetings — while women engage more privately in time-consuming activities like assisting others and mentoring colleagues. Women are also less likely to mention their accomplishments and fish for office flattery. If you deserve a high five, take it! More importantly, if you deserve a raise- ask for it.

 

*If you see, hear, or personally have a sexist interaction with anyone in the office- talk to a female mentor, HR, or manager about it instantly. If it is directed at you- I would suggest reiterating what is being said to that individual, and let them know how, and why that is completely inappropriate.

 

Set yourself up

As a new graduate you have the ability to set a precedent of expectations starting fresh, at each and every company you work for- and within your relationships in the home, and at work. This is not to say that there won’t be some overcoming gender challenges that need to be done, but by remaining diligent you will see greater strides throughout your career. And hopefully, some day soon, it will be enough for companies, and employees to concern themselves more with performance based opportunities rather than equal opportunities regardless of their gender.

Author bio: Lauren Penrod is the mother to two poodle mixes and is expecting her first child in November. She is born and raised in Boise, Idaho and spends her free time freelance writing, and planning too far into the future.

 

We welcome your feedback to our work.

Email:  General Information   |   Dr. Daniel de Roulet   |   Prof. David C. Pecoraro

Thank you!

Daniel & David

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The Best ways to Combat Gender Inequality In your First Job out of College