{"id":606,"date":"2021-12-09T15:39:00","date_gmt":"2023-10-18T15:39:38","guid":{"rendered":"https:\/\/www.salesforce.com\/?p=606"},"modified":"2023-10-18T17:35:27","modified_gmt":"2023-10-18T17:35:27","slug":"how-businesses-can-make-empowering-women-a-part-of-growing-with","status":"publish","type":"post","link":"https:\/\/www.salesforce.com\/ca\/blog\/how-businesses-can-make-empowering-women-a-part-of-growing-with\/","title":{"rendered":"How Businesses Can Make Empowering Women A Part Of Growing With Purpose"},"content":{"rendered":"\n

If anyone should have confidence, it\u2019s Hayley Wickenheiser. She was the first woman to play full-time professional men\u2019s hockey in a position other than goalie. She\u2019s an executive with the Toronto Maple Leafs. She\u2019s an Olympic gold medalist.<\/p>\n

Yet despite all those achievements \u2014 and despite completing medical school not long ago \u2014 Wickenheiser admits she is no stranger to \u201cimposter syndrome.\u201d<\/p>\n

\u201cNever before have I gone to a work environment and thought \u2018What am I doing here?\u2019 a thousand times a day?\u201d Wickenheiser said during Salesforce Canada\u2019s Growing With Purpose<\/a> virtual summit focused on women in the workplace.<\/p>\n

\u201cI guess every resident goes through the same thing, but in my case, my career in hockey has helped me cope,\u201d she went on. \u201cAs an athlete, you get told every single day what you\u2019re doing wrong. You\u2019re told to skate faster, jump higher, lift more. People trying to help, but you can get crushed if you don\u2019t have perspective and can take it for what it is.\u201d<\/p>\n

Without that perspective, though \u2014 and without supportive colleagues and an inclusive work environment \u2014 women continue to face considerable challenges to be treated with equity and respect. <\/p>\n

Just look at the most recent Women in the Workplace 2021<\/a> study from consulting firm McKinsey. It found that, for every 100 men promoted to manager, only 86 women are promoted. In the past year, meanwhile, one in three women has considered leaving the workforce or downshifting their career\u2014a significant increase from one in four in the first few months of the pandemic.<\/p>\n

Closing The Confidence Gap<\/b><\/h2>\n

Though there has been some progress in how women are treated at work, it\u2019s important to recognize how companies may have contributed to a \u201cconfidence gap.\u201d Meghan Roach, CEO, Roots, said this involves talking about the challenges she and her colleagues have faced.<\/p>\n

\u201cI remember going to job fairs or recruiting fairs and being told by recruiters, \u2018We\u2019ve been asked not to offer any women positions at this firm,\u2019\u201d she recalled. \u201cOr we would be told, \u2018When you go to that meeting, you should take off your wedding ring, because they don\u2019t want to know that you\u2019re going to have kids. That\u2019s going to be a barrier to you being successful in this career.\u2019 We have to reflect on those shared experiences.\u201d<\/p>\n

Margaret Stuart, Country Manager at Salesforce Canada, said that even when she got hired she was often the only female in the room at many tech firms. That gave her a deep passion for making sure there was plenty of room for other women once she rose through the ranks. <\/p>\n

Over the past year, for example, Salesforce Canada has launched a digital community dubbed \u201cIn The Room\u201d where women discuss their careers and the kind of mentorship and allyship they seek.<\/p>\n

\u201cIf you can see it, you know you can be it,\u201d she said, adding that providing a safe space for discussion was critical. \u201cOne of the key things we launched this with was a policy of no recording, ever,\u201d she said.\u201dIf you\u2019re able to show up to participate, that\u2019s amazing.\u201d<\/p>\n

Building Inclusive Work Environments<\/b><\/h2>\n

Businesses have to do more at the hiring stage to ensure the confidence gap doesn\u2019t cause women to \u201cde-select\u2019 themselves as worthy candidates, said Mike Bartlett, CEO of Canada Basketball. If you\u2019re advertising a position in such a way that it seems out of reach, it should be no wonder that you\u2019re not attracting diverse candidates. <\/p>\n

\u201cHow would you reshape that job description instead to lift up the confidence and create the ambition that that\u2019s a job that I would stretch myself for?\u201d he said. \u201cThat\u2019s something I\u2019ve paid a lot of attention to in my career as a manager.\u201d<\/p>\n

Stuart agreed, noting that Salesforce has recently made it a practice to remove qualifications like a university degree if it isn\u2019t truly necessary for a job. Other initiatives include Salesforce For All<\/a>, a micro-certification program that has seen people relaunch their career \u2014 or launch their first career as new Canadians \u2014 in a matter or two weeks. <\/p>\n

\u201cWe all have a responsibility to do that, because then there are so many more opportunities that come to so many more people,\u201d she said. <\/p>\n

Roots has also evolved its approach to hiring, often focusing less on qualifications than presenting candidates with a case study-style problem to work on and demonstrate their abilities. <\/p>\n

\u201cIt takes away some of those inherent biases that we all have when we\u2019re interviewing candidates,\u201d she said. \u201cIt has encouraged us to get a more diverse pool of individuals working at the company.\u201d<\/p>\n

Having The Difficult Conversations<\/b><\/h2>\n

Those policies and programs have to be coupled with a willingness by leaders to confront everyday practices that might exclude women, panelists said. Tabatha Bull is President & CEO of the Canadian Council for Aboriginal Business today, for instance, but at one time she was a junior employee just like everyone else. She just wasn\u2019t necessarily treated like everyone else. <\/p>\n

\u201cI wasn\u2019t always the one who got invited to the Leafs game or the Raptors game,\u201d said Tabatha Bull, President & CEO, Canadian Council for Aboriginal Business. \u201cOf course, 45-year-old-men aren\u2019t going to invite a woman in her twenties to those things, but it affected my ability to build a network and move upward within an organization.\u2019<\/p>\n

We can all run the risk of acting in ways that exclude, which is why Bull suggested developing a habit of active self-reflection.<\/p>\n

\u201cIf you\u2019re a doodler, do you find you\u2019re doodling more when one person is talking than another?\u201d she asked. \u201cAfter a meeting, ask yourself if you were truly actively listening to everyone in the meeting, and if not, ask yourself why that is.\u201d<\/p>\n

Many organizations are now actively encouraging more people to act as allies and mentors to women at work. All it can take is one act of leadership to have a profound impact on someone\u2019s career.<\/p>\n

\u201cI never spoke up in meetings,\u201d Stuart admitted. \u201cThen I worked for a phenomenal CEO who said, \u2018You know, we\u2019re going to work on this together. And I\u2019m going to ask for your opinion early on.\u2019 Then I gradually became more comfortable in doing it.\u201d<\/p>\n

This is all the more important as companies move into digital-first modes of working that allow employees to be successful from anywhere. Technology should connect us without trade-offs in terms of our relationships. <\/p>\n

\u201cThat\u2019s what the pandemic has highlighted \u2014 the vulnerability we all have as human beings who need social contact,\u201d Wickenheiser said. It\u2019s been magnified across so many streams of life.\u201d<\/p>\n

Barlettt agreed. \u201cYou don\u2019t always have to be seen now to have your impact seen. Organizations and people are starting to understand that more,\u201d he said. \u201cI think we\u2019re learning that leaders who lead with empathy are going to be set up for great success.\u201d<\/p>\n

In some respects, showing our homes on video calls and seeing kids running around in the background has created an opportunity to get to know each other more deeply. This should be celebrated as we seek to elevate women in the workplace, Stuart said.<\/p>\n

\u201cThere used to be a polarity of, \u2018I need to show up and be professional and maybe hide some of my human side.\u2019\u201d she said. \u201cNow it\u2019s not professional versus human \u2014 it\u2019s professional and human.\u201d <\/p>\n

<\/span> <\/p>\n","protected":false},"excerpt":{"rendered":"

Learn how your business can better empower women in the workplace<\/p>\n","protected":false},"author":1,"featured_media":608,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"sf_justforyou_enable_alt":true,"optimizely_content_id":"","post_meta_title":"","ai_synopsis":"","_jetpack_memberships_contains_paid_content":false,"footnotes":""},"sf_topic":[1],"sf_content_type":[],"coauthors":[2],"class_list":["post-606","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","sf_topic-small-business"],"yoast_head":"\nHow Businesses Can Make Empowering Women A Part Of Growing With Purpose - Salesforce<\/title>\n<meta name=\"description\" content=\"Learn how your business can better empower women in the workplace\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" 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