Karen Wiltgen’s Post

Despite progress in many areas, the gender and racial disparity in access to high-profile, career-enhancing work remains a significant issue. Recent research reveals a stark contrast: while 81% to 85% of white men report fair access to desirable assignments, only 50% of women of color experience the same opportunities. Women are often saddled with non-promotable “office housework,” such as scheduling meetings, tidying up, or mediating conflicts, which doesn't advance their careers. However, change is possible. In a study conducted across four companies, implementing bias training workshops and fair distribution strategies led to noticeable improvements in the equitable allocation of both office housework and high-profile assignments. Let's commit to recognizing and addressing these disparities to create truly inclusive and equitable workplaces! #Inclusion #Diversity #Equity #WorkplaceEquality #Leadership #CareerGrowth

A great article, shedding light on how gender and race can impact access to career-enhancing assignments. For example, research shows that while 81-85% of white men report fair access to these opportunities, that number plummets to around 50% for women of color. Some of the takeaways include: ▶️ Non-promotable tasks: Women, particularly women of color, are disproportionately burdened with “office housework” - tasks like scheduling a meeting or planning the office party - that don’t lead to promotions. ▶️ Bias is costly: A 5% bias in task allocation can drastically impact career progression, with fewer women and minorities making it to leadership positions over time. ▶️ Bias interruption works: Bias training and clear metrics (tracking who gets which assignments and why) can help distribute tasks more equitably. One company saw the disparity in office housework between white men and women of color drop by 27 points! How are tasks distributed in your workplace? https://lnkd.in/g76tb8sK #equity #careergrowth #biasinterrupters

🌟 Equitable Access to High-Profile Work: A Game Changer for Retention 🌟 Lack of access to high-profile, career-enhancing work is a major factor in employee attrition, especially among women and people of color. A recent study by Rachel M. Korn, Asma Ghani, and Joan C. Williams highlights this disparity, showing that only around 50% of women of color and 43% of Black women report fair access to desirable assignments, compared to 81-85% of white men. This imbalance not only impacts career progression but also contributes to higher turnover rates, which can cost up to twice an employee’s annual salary. The research also shows women, particularly women of color, bear a disproportionate load of non-promotable office housework. However, there’s hope! Bias Interrupters, a targeted bias training program, has shown significant improvements. By using data-driven methods and focusing on everyday workplace interactions, companies can create a more equitable distribution of opportunities. 🔹 At a professional services firm, the disparity in office housework between white men and women of color dropped to zero. 🔹 An energy company saw a reduction in the disparity for emotion work by 13 points. 🔹 A financial institution decreased the disparity in administrative work by seven points. Moreover, using tools to track the allocation of career-enhancing work and providing workshops on fair access can help level the playing field. For example, at an energy company, the gender disparity in core technical work assignments dropped to zero after intervention. Addressing bias requires continuous effort, but it’s a worthy investment. By ensuring fair recognition and equitable access to opportunities, organizations can retain their top talent and foster a more inclusive workplace. Let's work together to build a future where everyone has equal access to career-enhancing opportunities. 💪✨ #Diversity #Inclusion #Equity #WorkplaceBias #CareerGrowth #Retention #Leadership #BiasInterrupters Link to article -> https://lnkd.in/gsTEk2mT

Empowering women in the workplace starts with equitable opportunities. This Harvard Business Review article offers valuable strategies to ensure high-profile work is assigned fairly, fostering an inclusive environment where women can thrive. Learn how to create a balanced approach that promotes diversity and unlocks potential across your team. #WomenInLeadership #DiversityAndInclusion #WorkplaceEquity #Empowerment #InclusiveLeadership

Most workers want to be promoted and rise through the ranks of their company. One way to do so is by succeeding in high-profile work. Unfortunately, White men are much more likely to get these kinds of assignments than women. Women of all races also spend more time doing office "housework" than men, which distracts them from high-profile work. Distributing housework evenly through the office and being deliberate in assigning high-profile tasks equally is crucial if we want to stop bias from impacting who ends up in leadership positions. Based on their work in companies, researchers have identified three elements to reducing bias and making high-profile work more equitable: - Evidence - Action - Commitment When people have data that bias is happening, they can take action to outsmart it. When the whole company is committed to improving, bias can be interrupted and reduced. Read more about the research here: https://lnkd.in/ekQSktYt #bias #implicitbias #gender #genderbias #promotion #work

Whether employees are assigned to high-profile work or non-promotable “office housework” can be career defining. This article shares a model for interrupting common bias in the workplace. https://lnkd.in/grHh-iZK #Diversity #Inclusion #DEI #Bias #Disparity #EmployeeDevelopment #Equity #WorkplaceCulture #Retention #RetentionStrategies 

➡️The #gender and #racial #disparity in access to #highprofile, #careerenhancing work has been widely #overlooked. Research across industries has shown that 81% to 85% of white men report fair access to desirable assignments, while that number falls to 50% for women of color. ➡️At the same time, women tend to be burdened with more non-promotable “#officehousework,” such as scheduling meetings, cleaning up, or being the peacemaker. ➡️The authors ran bias #training #workshops and #fair #distribution #strategies in four companies, leading to noticeable improvements in the equitable allocation of both office housework and #highprofile assignments. #CEOs #Leadership #Diversityandinclusion #Gender #Race #Workplacediscrimination #Humanresourcemanagement #Developingemployees #Talentmanagement #Employeeretention 👉https://lnkd.in/ezQwHVTm

Across industries, around 83 percent of white men report fair access to desirable assignments, but the number drops to 50 percent for women of color and 43 percent for Black women. Here’s how organizations can reduce that gap and sustainably tackle bias in the workplace. #DEI #Diversity #Equity #Inclusion

DEI and gender equity are critical initiatives to embed in our organizations. WNYWF can show you how to do it so it can become part of the organizational culture. #powerpathways #allin

ATTN: Buffalo and Western New York #HR professionals and leaders: Are you looking to drive intersectional gender equity at your organization? You should! That's because: * It's crucial for fostering an inclusive and diverse workplace culture where all employees feel valued and respected. * It recognizes that individuals experience overlapping forms of discrimination and privilege based on their intersecting identities, such as race, gender, sexuality, disability, and socio-economic status. * It allows companies to address the unique challenges faced by women of different backgrounds and identities, ensuring equal opportunities for career advancement, fair treatment, and representation at all levels of the organization. These things not only enhance employee morale and engagement but also drives innovation and productivity by harnessing the full spectrum of talent and perspectives within the workforce. Is your organization ready to go ALL IN? The WNY Women's Foundation ALL IN employer pathway will be accepting a new class of employers this June. ALL IN is an opportunity to drive systems change, learn with your community, and be recognized as an excellent place for women to work. Their data-driven strategies go beyond traditional trainings to create real, sustainable change. Interested in becoming a P.O.W.E.R. (Positioning Our Women for Every Role) certified employer?   Email Sydney, ALL IN Coordinator to schedule a meeting today! sydney@wnywfdn.org