What do women want - and need - as basic minimum requirements in the workplace? Despite all the progress and efforts toward equality, this is a valid question as there are still many challenges that need to be met with concrete policies that reflect an inclusive and equitable culture in companies.

Much has been said about the “glass ceiling”, the wage gap with male workers, and the aggressions that unfortunately still occur in offices and companies. In addition to these issues, which are the most discussed, there are concrete needs expressed in various studies in which women have been asked what they want in the workplace.

Results show that women still need policies that promote gender equality, work-life balance, and career development. It is crucial to receive the same pay and have the same opportunities for promotion as their male colleagues. Access to paid maternity leave, as well as parental and family care leave are important demands. Flexible working hours, remote work, and part-time work options can help balance work and personal responsibilities.

It is urgent to develop clear policies and effective procedures to prevent and address gender discrimination and sexual harassment, including reporting mechanisms and protection for complainants. Providing equal access to professional development programs, mentoring, leadership training, and promotion opportunities is also essential.

In addition, programs that actively promote diversity, equity, and inclusion, including diversity training and support for women in underrepresented fields, are vital. Clear and transparent processes for promotions and salary increases ensure fairness and equity.

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What does the research say?

According to McKinsey´s “Women in the Workplace 2023” report, conducted in partnership with LeanIn.Org, and the “What Women Want Report 2024”, by WORK180, the gap between women’s needs and workplace offerings remains significant. These reports, surveying thousands of employees across the US, Canada, Australia, the UK, and the US, highlight key areas where organizations can make impactful changes.

Despite some progress, women, particularly women of color, continue to face significant barriers in the workplace. Both McKinsey’s and WORK180's reports highlight the urgent need for policies that promote gender equality, support work-life balance, and foster career advancement. 

The McKinsey report, now in its ninth year, is the largest study on the status of women in business in North America, gathering data from 276 organizations employing over ten million people. It reveals notable increases in women’s representation in senior positions since 2015. However, the progress is uneven, particularly at mid-levels, where advancement stalls. Women at senior levels are leaving their jobs at higher rates than men, a trend termed the "Great Divide". Furthermore, women of color are underrepresented at all corporate levels compared to their white counterparts.

The WORK180 report complements these findings, showing that almost two-thirds of women are open to new job opportunities, with 27% actively seeking new roles. A significant 75% of respondents prioritize flexible working conditions over competitive salaries, underscoring the need for policies that accommodate diverse life circumstances.

McKinsey's report challenges several misconceptions. Contrary to the belief that women are less ambitious post-pandemic, the study finds increased ambition, especially among young women and women of color. The "broken rung"—the first promotion to management—is identified as the primary barrier to women’s career progression, rather than the often-cited "glass ceiling".

Microaggressions, seemingly minor but pervasive, have profound and lasting impacts on women’s careers and well-being. Both reports emphasize the critical need for policies addressing these subtle yet damaging behaviors.

Key Policy Recommendations

1. Equal Pay and Pay Transparency: Women demand transparency in pay decisions and efforts to close gender pay gaps. According to the WORK180 report, 86% of women want to know what potential employers are doing to reduce pay disparities. Hidden or vague salaries deter 52% of women from applying for jobs, with this figure rising to 69% among younger women.

2. Flexible Working Arrangements: Flexible working options are the top priority for many women. The ability to manage work hours, remote work possibilities, and part-time arrangements without stigma is crucial. McKinsey suggests establishing clear rules on flexible working and measuring their impact to refine policies.

3. Comprehensive Healthcare: Access to comprehensive healthcare, including maternal and mental health services, is vital. Women value benefits that address their specific health needs, ensuring they can maintain their well-being while pursuing their careers.

4. Anti-Discrimination and Harassment Policies: Zero-tolerance policies for sexual harassment and strong anti-discrimination measures are essential. These policies not only protect women but also create a safer and more inclusive work environment.

5. Career Development and Support for Returning Mothers: Women seek equal access to career development opportunities. Support for returning mothers, including childcare assistance and gender-neutral parental leave, helps women reintegrate into the workforce and advance their careers.

6. Diversity, Equity, and Inclusion (DEI) Initiatives: Training and rewarding managers for fostering DEI and employee well-being are recommended. An intersectional approach to monitoring women’s representation and experiences is crucial for addressing the unique challenges faced by women of color and other marginalized groups.

7. Addressing Broader Prejudices: Workplaces must also tackle prejudices such as ableism, ageism, and racism. Creating an environment where all employees, regardless of background, feel valued and supported is imperative for true inclusivity.

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