You’d think the idea of women leading in the workplace wouldn’t raise eyebrows anymore. Yet, gender bias still shapes opportunities, pay, and leadership roles worldwide. The latest Gender Social Norms Index (GSNI) report reveals that nearly nine out of 10 people, men and women, hold biased views against women.

Outdated norms are unnecessary obstacles, and it becomes more difficult for women to move forward. Social media and advocacy groups have done much to keep the conversation going, but dialogue is not enough. Companies need to take concrete steps to eliminate obstacles and level the playing field when it comes to empowering women in the workplace.

While we’ve made significant strides in diversity, equity, and inclusion, there’s still much work to be done for women to be equally recognized for their professional contributions. Creating a workplace where women feel supported starts with addressing both systemic and cultural barriers.

So, how can your workplace do better? What changes can be made to create a more equal, supportive environment? Let’s discuss 12 ways to support women in the workplace and create real progress.

Understanding Workplace Challenges for Women

It’s 2025, and you’d think opportunities would be equal for everyone by now. People work hard to build careers, chase ambitions, and create a stable life. But for women, the journey often comes with extra hurdles.

Women have fought for a seat at the table, yet many still struggle for fair treatment. Despite laws and policies to create safe and inclusive workplaces, barriers remain. Some are subtle, others are impossible to ignore. With International Women’s Day approaching on March 8, let’s talk about the challenges women still face at work.

Gender pay gap

One of the biggest challenges is unequal pay. According to a UN report, women earn only 77 cents for every dollar a man makes. It’s not just about salaries—bonuses, overtime pay, and benefits often show the same pattern. Women are more likely to work in lower-paying industries, making it even harder to bridge the gap.

Unequal pay affects women beyond finances. It limits career growth, lowers confidence, and makes negotiating higher salaries harder. 

If companies don’t value women’s contributions fairly, how can they expect them to thrive?

Lack of representation in leadership roles

Women are still underrepresented in leadership roles, with only 25.1% of women holding senior management positions globally. The numbers are worse for women of color. Breaking into leadership isn’t just about skill but also about overcoming bias.

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A 2023 McKinsey & Company report identified the “broken rung” as a significant roadblock. Women struggle to land their first management role, making it harder to climb the corporate ladder. Fewer women in leadership means fewer role models, fewer mentors, and more workplaces shaped without their perspectives.

Workplace discrimination and bias

Bias is ingrained in most workplaces. Women are judged by their looks, tone, and attitude, which seldom influence their male counterparts. A confident man is considered a leader, but a confident woman is deemed aggressive. These biases, along with assumptions regarding women's family duties, inhibit their hiring and promotion, stifling their career advancement.

Consider the example of Goldman Sachs, which was criticized in 2019 for its gender imbalance. The case was filed in 2019 by a group of women employees accusing Goldman Sachs of gender-based discrimination in pay, promotions, and career development. The plaintiffs claimed that the policies and practices of the company disproportionately benefited men, leading to a stark disparity in compensation and career development opportunities.

After more than three years of a courtroom fight, Goldman Sachs settled on May 8, 2023, to pay $215 million to settle the case. The courtroom fight exposed the inner workings of the bank, with female vice presidents earning 20% less than their male peers.

On top of that, the firm was also accused of ignoring cases of sexual harassment, which further worsened the culture of toxicity at the workplace. This case is a grim reminder of the prevalent gender inequalities that continue to prevail in top corporate cultures.

Work-life balance struggles

Balancing work and personal life remains an uphill battle, especially for women. Many companies still operate with outdated views, where long hours are seen as a sign of commitment. 

Amazon has been criticized for its demanding work culture, particularly around high expectations and long hours, which disproportionately affect women trying to balance family responsibilities. 

Salesforce, however, has taken steps to address this by offering more flexible work arrangements and paid family leave, making it easier for women to remain in the workforce without sacrificing personal responsibilities.

Sexual harassment

The #MeToo movement shed light on the harassment women face at work. It’s not just about physical misconduct, but also about unwanted comments, crude jokes, and inappropriate staring that create a hostile environment.

Despite legal protections, 37% of women report experiencing harassment at work. Many incidents go unreported due to fear of retaliation or being blamed. Instead of holding perpetrators accountable, companies often ignore complaints, forcing women to leave their jobs to escape toxic workplaces.

If you're looking for more context on the impact of this situation, here are some key statistics:

• Approximately 58% of women have experienced sexual harassment at work
• Of 310 sexual harassment reports, only 50 led to arrests
• A survey of harassment case plaintiffs found that 24% had been fired for complaining of harassment, and another 42% had resigned due to the harassment.

Now that we have a fair understanding of the different challenges women face in the workplace, let’s look at the various strategies organizations can implement to make it a safer environment for everyone.

How to Empower Women in the Workplace

There are many ways to support women in the workplace, including investing in training, mentoring, equality programs, education grants, and promotion opportunities.

Let’s dive in. 

1.Create a supportive workplace culture

The foundation of a positive workplace culture is inclusiveness and communication. For instance, Accenture fosters diversity by conducting frequent workshops and supporting employee resource groups. Implement zero-tolerance for harassment, as the case is at Salesforce, where a special team promptly addresses any kind of discrimination. Employees feel safe knowing they can report issues without fear of retaliation. 

You can also promote diversity and inclusion initiatives by offering training programs like Google’s unconscious bias workshops that encourage self-awareness and empathy. Recognizing the value of diverse perspectives strengthens teams and helps everyone thrive. 

A supportive culture ensures that all employees, regardless of gender or background, are empowered to reach their full potential and contribute to the company's success.

2. Ensure equal pay and fair compensation

As we've seen before, the gender pay gap is still very real in workplaces around the world, with the consequences going beyond just financial disparities. When women feel they’re being underpaid, they start to feel undervalued. And when employees feel undervalued, their engagement levels drop. 

Employee engagement is crucial for business success, so alienating a significant portion of your workforce makes little sense. Take a hard look at your company’s data. Make sure that all employees, regardless of gender, receive equal pay for equal work. Addressing this issue boosts morale and helps retain top talent, benefiting both individuals and the company as a whole.

Companies like Buffer have openly shared salary data to ensure fairness. This transparency helps to eliminate hidden pay disparities and encourages equitable compensation across all genders. It’s also essential to adopt equal pay policies, like those implemented by Adobe, where men and women are paid equally for the same role.

3. Provide leadership opportunities for women

For years, women have made up only about 8% of Fortune 500 CEOs. Each time one woman is appointed, another often resigns. In such a small pool, every move is crucial.

In 2023, the number of women running Fortune 500 companies hit an all-time high of 53. However, the number of women of color leading these companies is still very low. Notable women of color include:

• Thasunda Brown Duckett – CEO of TIAA 
• Rosalind Brewer – Former CEO of Walgreens Boots Alliance 
• Lisa Su – CEO of Advanced Micro Devices
• Melanie Perkins. Co-Founder and CEO of Canva

Though women run 10% of Fortune 500 companies, nearly 90% are still led by men. The work is far from done. The issue remains deeply rooted in corporate systems, which requires long-term effort.

Hence, companies must actively create pathways for women to rise into leadership roles, starting with mentorship and sponsorship programs. They should implement policies that ensure equal access to opportunities and challenge biases in promotion decisions. Additionally, companies must provide strong support systems to help women navigate their careers and break through the "broken rung."

4. Create flexible work policies

Balancing family and work is a significant challenge for women. So, it’s only fair that flexible work policies are available to all employees. And when we say "all," we mean everyone should share the responsibility of balancing work and life.

Hybrid work became common after the pandemic, and research suggests that many women prefer remote or hybrid work to being entirely on-site. Beyond convenience, remote work often reduces microaggressions and creates a safer, more inclusive environment. 

Flexible schedules help women manage responsibilities without compromising career growth. Given the opportunity, they don’t just get the job done, they excel.

5. Set up education and training programs

Want to see real change? Start with education and training programs. Companies that offer upskilling and reskilling initiatives create opportunities for women to grow in their careers. Supporting women in male-dominated fields like STEM is equally important.

One great example is Microsoft, with its commitment to supporting women in technology through programs like Microsoft DigiGirlz, which introduces girls to tech careers. Tracy Chou, a former engineer at Pinterest, is a perfect example of someone who thrived thanks to these opportunities. After joining Pinterest, she rose to prominence and became an advocate for diversity in tech. 

When companies focus on mentorship and provide career growth programs, women can break barriers and lead in STEM and beyond.

6. Encourage open communication and feedback

A workplace thrives when everyone feels heard. Women should have spaces where they can voice concerns without fear of judgment or backlash. Open communication builds trust and helps address biases that often go unnoticed.

Moreover, safe spaces—whether through anonymous channels, one-on-one check-ins, or open forums—allow women to share experiences and challenges. Constructive feedback and honest dialogue lead to real change, not just surface-level policies.

Still wondering how to empower women in the workplace? Rolling out employee resource groups (ERGs) is another excellent way of building community. These groups allow women to connect, share experiences, and support each other. They also give valuable insight into the needs and concerns of female employees, helping companies improve policies and practices.

7. Recognize and celebrate achievements

It’s not enough to create a safe space for women to voice concerns. Recognition plays a big part in creating a culture of support and inclusion. Highlighting women’s contributions at work shows that their efforts are valued and appreciated. It can be as simple as an “Employee of the Month” award or a leadership achievement program.

You can also promote success stories of female employees to inspire others. Sharing their journeys encourages women to keep pushing forward. Podcasts are a great way to amplify their stories. A good example of a podcast highlighting women’s achievements is "The Power of Women." This show features interviews with women from various fields, sharing their professional journeys, successes, and the challenges they've overcome.

When these stories are shared, everyone benefits from a more diverse perspective on success.

8. Combat workplace harassment and discrimination

Understanding how to empower women in the workplace starts with ensuring they feel heard and protected. A strong reporting system fosters trust, reinforces accountability, and signals that workplace safety and equality are a priority. Every workplace must have zero tolerance for discrimination and harassment. Clear policies set expectations, but enforcement is just as crucial. Firm anti-harassment policies should clearly define unacceptable behavior, outline consequences, and demonstrate a commitment to a safe and inclusive work environment.

If an investigation confirms misconduct, employers should enforce strict penalties based on the severity of the offense. These can include:

• Warnings to formally address inappropriate behavior
• Mandatory training and counseling to educate offenders and prevent repeat incidents
• Transfers or demotions to remove offenders from positions of power
• Reductions in salary to serve as a financial consequence for misconduct
• Suspensions or terminations to uphold a zero-tolerance policy for serious violations

Confidential reporting channels empower employees to speak up without fear of retaliation. Anonymous hotlines, third-party reporting systems, and trained HR personnel help create a workplace where women feel safe reporting misconduct. Just as important, complaints must be taken seriously, investigations should be thorough, and resolutions should be fair.

9. Encourage male allyship

The best workplaces thrive when men and women work together as equals, and that starts with strong male allies. The first step to doing so is educating men on gender equality. Awareness programs, training sessions, and open conversations help men recognize unconscious bias, understand workplace challenges for women, and take active steps toward change.

Advocacy is just as important. When men use their influence to promote equality, they help create workplaces where women don’t have to fight to be heard. Collaborative leadership further strengthens this effort—teams perform better when diverse perspectives are represented. Encouraging mixed-gender leadership leads to more balanced decision-making and stronger business outcomes. When men and women lead together, organizations thrive.

10. Support women-owned businesses and entrepreneurs

Women continue to make their mark in entrepreneurship. The Global Entrepreneurship Monitor (GEM) 2023/24 Women’s Entrepreneurship Report reveals a significant rise in women's startup activity, increasing from 6.1% (2001-2005) to 10.4% (2021-2023) across 30 countries. 

In 2023, one in 10 women started a business, with rates more than doubled in countries like France, the Netherlands, and Hungary over the past two decades. While the growth is promising, there’s still a long way to go.

Here’s how to support women-owned businesses in meaningful ways:

• Create more opportunities for women entrepreneurs by working with female-led agencies, vendors, and service providers. These partnerships help level the playing field and build a more inclusive economy.
• Women-led businesses receive a fraction of venture capital funding compared to male-led startups. Supporting women entrepreneurs through funding, mentorship, or networking opportunities can help them scale and thrive.
• Prioritize working with women-owned suppliers, ensuring they have access to larger markets.

11. Provide mental health and wellness support

Supporting women in the workplace starts with prioritizing mental health as much as physical health—yet it’s often overlooked. Women, in particular, face the pressure of balancing professional responsibilities and personal life, which can take a toll. Providing access to therapists or Employee Assistance Programs (EAP) gives women a confidential outlet when they need help.

Companies can also introduce stress management programs such as meditation, yoga, or flexible schedules. But beyond programs, self-care should be embedded in workplace culture. Encouraging mental health days, routine breaks, and peer support systems creates a more supportive environment and reduces isolation.

12. Create an inclusive hiring process

Women bring unique perspectives, analytical abilities, and management styles but are often handicapped by too many hiring mechanisms. Assessing the hiring methods ensures that every step, starting from the job description to the choice of candidates and interview panels, promotes equal opportunity.

Organizations also need to bear in mind that excessive use of masculine-coded vocabulary will deter women from applying. Simple language, focused on skills and impact, widens the talent pool. A diverse hiring panel further reduces unconscious bias, balancing the selection process.

The net promoter score (NPS) has proven its value by linking customer satisfaction to financial growth. In hiring, a similar approach applies. Turning these insights into action helps refine the hiring process and strengthen employee experiences. 

As a client experience and reputation management firm, ClearlyRated uses NPS surveys to measure team satisfaction, allowing businesses to improve their employer brand with real data. A data-driven approach to hiring leads to stronger, more engaged teams. When employees feel valued, they perform better, and businesses thrive.

Support Women in the Workplace with ClearlyRated

The two most important steps to empower women at work are to listen to them and then fix the systemic barriers holding them back. And the fastest way to create change is through better hiring practices.

ClearlyRated helps you build equitable hiring processes and improve them with real-time feedback. With its custom B2B NPS surveys, organizations can track key hiring and employee experience metrics and send follow-up questions to gather deeper insights. The platform updates you on responses and flags them when an employee is unhappy so you can take action before issues escalate.

Start improving your employee experience with ClearlyRated today. Book a free demo now!