
22 Jan Accelerate: Principles to Grow by
In the quest for pay parity, here are five steps women can take to increase their earning trajectory
By Janet Heit
When Marilyn Loden coined the term glass ceiling in 1978, American women earned, on average, 60 cents for every dollar earned by white men. By 2022, that had increased to 82 cents for white women and 80 cents for Asian American women. Black and Latina women lagged behind, at 64 cents and 58 cents to the dollar, respectively. The situation has not improved since then. According to the US Census, the gap between men’s and women’s pay grew in 2023, the first time the gender pay difference worsened since 2003. And need we mention the microaggressions that Catalyst, the women’s workplace-equity nonprofit, termed an “emotional tax” on people of color in the workplace?
Still, against often formidable odds, women, including women of color, are taking charge of their career trajectories by assessing their worth and actively seeking their next step. It’s not easy, and not always successful on a desired timetable, but these best practices can increase the odds of turning goals into achievements.
1. Build your network and visibility
“Growing up, were you told to just keep your head down and do the work?” asks Cynthia Pong, founder and CEO of Embrace Change, on her blog. “For many professionals of color, those words will place you on the fast track to career stagnation.” Pong coaches clients to build “career insurance,” which she defines as “a range of skills, networks, and strategies that provide security and opportunities throughout your career journey.” She suggests taking advantage of volunteer opportunities in the office and the community to hone leadership skills, and using social media strategically to share insights of thought leaders, as well as your own.
If you’re working remotely, connect through video chats. If you’re an introvert, or uncomfortable with public speaking, consider working with a mentor or coach to help you ace group situations. For women of color, Pong writes, find “mentors or sponsors who understand what it’s like to be a woman of color in your workplace. Join professional organizations to connect with those in your field, and join organizations that focus on supporting professional women of color. We need safe spaces where we can put the masks down and get real about some things!”
2. Release perfection
“I hate the idea of promoting myself,” said a client to Analiza Quiroz Wolf, an executive coach and CEO of Women of Color Rise. “But if I want to move up, I need to toot my own horn.” After growing up in an Asian American family, Wolf realized as an adult that certain cultural values embedded during her earlier years, such as avoiding public disagreements and striving for perfection, ran counter to workplace expectations of being ready for promotion into a leadership position. “We don’t raise our hand, and then we wonder why we don’t get the opportunity or promotion.” Wolf explains that “to let go of the swamp of perfection is to let go of what has helped us feel safe.” But for ambitious women in middle management seeking to move up, perfectionism becomes a trap. “Smart women still feel like no one can do it the way they know it needs to be done, but the inability to delegate is hurting you.”
If you’re uncomfortable with presentations, Wolf recommends this trio of affirmations: “First, I pause and make a deliberate decision that I’m going to put in my time and effort, and it’s going to be OK. Second, I’m going to put together the presentation a few weeks in advance, and I’m going to block off 30 minutes to practice again the day before. And then right before the presentation, I’ll spend five minutes looking at my topic. And third, I remind myself that whatever happens, I’m just going to lean in, and it’s going to be OK.”
3. Upskill your technical and emotional intelligence
As the pandemic lockdown made abundantly clear, ambitious women, especially women of color, can’t afford to back-burner skill building. Remote and hybrid work created new pathways and challenges to promotion. Julie Thue, an employee relations consultant at University of California, Davis, says employers seek a combination of both hard and soft competencies for senior-management-track positions. Hard skills demonstrate your tech know-how, while soft “people” skills could include taking initiative, feeling comfortable working with remote and hybrid teams, and handling difficult workplace situations, including everyday microaggressions. Your ability to handle these challenges—to not “take the bait,” so to speak—is where upskilling your emotional intelligence can serve you well. Consider working with a coach, attending workshops offered by professional associations, or taking advantage of your company’s in-house training if available.
Furthermore, Thue says, you may be assessed for “how open you are to the realization that not everyone’s experiences are your own. As an old supervisor of mine used to say, ‘You’ve got to come in, park your passions at the door, and do the work.’”
4. Focus—it’s a win-win
To keep her followers’ eyes on the prize of promotability, executive coach and author Marti Fischer has proposed “A Rule of Three for Getting Promoted” in her monthly newsletter: “Client: How does this project connect to or improve client experience? Company: How does this project connect with the organization’s business goals? Career: How does this project elevate my skills or career goals?” The reasoning behind the three questions, writes Fischer, is that “work tied to customer or client experience is the most visible to managers as it directly impacts their performance goals and has a direct line to promotability for you.”
5. Take (strategic) risks, and lead with integrity
What happens if you’ve made it clear that you’d like to move up, but the opportunity isn’t offered to you? If you aren’t able to advance where you are, consider changing companies. Trini E. Ross, the US attorney for the Western District of New York, mentors many women of color in mid-career. “I think for Black women especially, there’s a lack of understanding of us in the workplace. My advice to those I mentor is, you can’t be afraid of the unknown. People get into situations where a company wants to keep them, and promises things, and a year later hasn’t acted on that promise. I tell them to go to the person who promised and remind them you were told you were going to get a promotion. Ask for a timeframe, and if it’s too long, let them know, because you’ve been waiting. Then, when the time comes, if you still don’t get [the promised promotion], be polite, don’t burn bridges, and move on.”
Ross says, “Do the right thing, even when it’s the hard thing. I’ve led my life and career with the guiding light of integrity.” She adds, “Don’t let people bully you—and they will try, especially when you’re a woman. Don’t be afraid to be your best advocate.”
According to the 2024 Women in the Workplace report compiled by McKinsey and Lean In, companies are increasingly taking steps to reduce bias during hiring and in structuring performance reviews. Diversity at the top is good for business, and more women than ever are headed in that direction. Let these time-tested remedies be your North Star, guiding you ever upward. EW
Janet Heit’s most recent article for Diversity Woman was “The Art of the Apology” (Summer 2024).