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When you think about your workplace, what are some of the things you wish to see? What's most important to you? Your answers may vary based on your lived experiences and what you value most. For many women+ employees, their experiences and the opportunities available to them can differ greatly based on various aspects of their identity.
In a 2022 study conducted by McKinsey & Company and LeanIn.org, it was found that "Many women experience bias not only because of their gender but also because of their race, sexual orientation, a disability or other aspects of their identity - and the compounded discrimination can be much greater than the sum of its parts. As a result, these groups of women often experience more aggressions and face more barriers to advancement."
For women+ to thrive and succeed in their workplaces, certain conditions such as psychological safety, equitable career progression opportunities and inclusive leadership practices need to be in place. But how far have workplaces come in securing safe environments for women and what can women in leadership roles do to ensure these conditions are met?
This week, we went straight to the women on Vena's ELT team to find out what they're doing to ensure safe workplaces for women+ employees and how they're helping to create an environment where women+ team members can bring their full selves to work and succeed within the workplace.
Women make up 60% of Vena's ELT. The industry average for women in tech C-suites is 24%.
How Do You Help Create Safe Workplaces for Women+?
I am pretty transparent about all of my own challenges as a woman, wife, mother, executive and person of color. I share that information to debunk any mistaken belief that I haven't struggled with self-esteem, self-confidence, juggling work and family, or at some point, suppressing some aspect of myself in order to fit in.
I am pretty transparent about all of my own challenges as a woman, wife, mother, executive and person of color. I share that information to debunk any mistaken belief that I haven't struggled with self-esteem, self-confidence, juggling work and family, or at some point, suppressing some aspect of myself in order to fit in. This vulnerability usually makes people feel comfortable sharing their own challenges, and I use that information, combined with my own experiences, to try to create inclusive environments where people feel valued.
You have to be deliberate about giving all voices in the room a chance to be heard.
You have to be deliberate about giving all voices in the room a chance to be heard. If you notice a few voices are always consuming the air time, open up the discussion. Ask those who haven't had a chance to participate if they have anything to add. Make it okay for employees to be human. You have to talk to them about the challenges they are encountering both personally and professionally. Also, be vulnerable by opening up and sharing your own challenges.
Creating an environment where women can be strong, soft, bold, kind, passionate, competent, anxious and fallible all at once--without negative judgment--is critical in building psychological safety.
Being my most authentic self, showing compassion and vulnerability, sharing stories of struggle and being open are ways I try to create psychological safety for others.
When we are vulnerable and open, it helps to build safety for others and demonstrates to people that we all do not have to "have it together, buttoned up perfectly" all the time and that you are not weak if you need help or share something about yourself that you're working on. As a leader, showing vulnerability can have a profound impact on others, in particular, changing people's perceptions of what "strong leadership" looks like.
I think creating an environment where women can be strong, soft, bold, kind, passionate, competent, anxious and fallible all at once --without negative judgment--is critical to building psychological safety. There's no one way to be or an archetype of what a successful woman should behave or look like. To accept others, embrace them and understand them as who they are, creates space for other women to be themselves. When people can be themselves and are not spending energy concealing aspects of who they are out of fear of judgment, they can apply that energy into even better productivity and contribution.
Creating a safe workplace for women+ for me really starts with living your values--both your company values and your personal values.
Creating a safe workplace for women+ for me really starts with living your values--both your company values and your personal values. Building a culture that embraces open/transparent communication and feedback, celebrates the differences that everyone brings to the table and encourages employees to bring their authentic selves to work are helping to create these safe places. These are all important pieces of who I am and want to be and the type of company I want to be a part of.
We have to encourage ongoing education and continued development, especially for leaders, around building a culture that supports inclusivity, allyship and psychological safety. So when issues come up, and they will come up, we have to make sure they are addressed in a timely, thoughtful and respectful manner.
How can we learn if we are all the same? By creating space for our differences, we can all learn a lot from each other.
A safe place, in my mind, should be safe for all by nature. How you create space for the different ways people show up, their different points of view, ways of expressing ideas and ways of processing information needs to be intentionally fostered.
At Vena, we live and breathe by our CORE values. They guide the way we work and enable us to always have something to refer back to. Within these CORE values, working as One Team and having Respect and Authenticity provide a foundation for how we can drive conversation, coach and support those on our teams.
In my 20+ years of being in different industries and roles, where I was often the youngest and only woman on a team, it is only now that I can truly say that I am a part of a culture that prioritizes diversity and prioritizes it as a true value-add for the business. It's a culture we are all responsible for nurturing and fostering.
Besides, how can we learn if we are all the same? By creating space for our differences, we can all learn a lot from each other.
As leaders, it's important that we create and help sustain environments in which everyone, and in particular women+, can see themselves, not just accommodated, but as welcomed members who are embraced for their diversity of experience and contribution.
As leaders, it's important that we create and help sustain environments in which everyone, and in particular women+, can see themselves, not just accommodated, but as welcomed members who are embraced for their diversity of experience and contribution.
This means being really thoughtful about every stage of the employee journey--starting with ensuring that our hiring practices and criteria are inclusive and seek to maximize the diversity of our candidate pool. We can build on this by creating opportunities for women+ to advance and excel after they've joined. For example, through encouragement to take on new challenges and responsibilities or serving as sponsors where interest, ability and opportunity align.
Tune in for the next blog to find out what the women on Vena's ELT have to say about the challenges that still lie ahead for achieving gender equity.
Come grow with us! Vena is hiring. We have offices in Toronto, Canada and in London, England. Visit our Careers page for current job openings or follow us on LinkedIn, Instagram, Twitter or Facebook to learn more about life at Vena.
As Vena's DEI Programs Specialist, Candice Leung is a passionate advocate for creating an inclusive and equitable workplace. With her industry experience working in both non-profits and large financial institutions, Candice is driven to foster an environment where everyone—regardless of their differences—feels seen, heard and respected. Her commitment to promoting mental health and encouraging open dialogue around it inspires colleagues and peers alike. When not spearheading positive change, Candice can be found indulging in her love of Disney+ and spending quality time with her furry friend, Willow.
