The Next Era: How Women Are Shaping the Workplace
by Elmo Alforque, Senior Consultant & Lead Researcher, Management Strategies
03 April 2024
On 20 March 2024, Management Strategies and its Futures Council hosted The Next Era: Women Shaping the Workplace.We had the pleasure of speaking with two leaders, Karen Batungbacal and Melissa Gil Schmidiger, together with Jolina Kahn and Miggy Zaballero as hosts. Also present were Futures Council members Elmo Alforque and Pam Valenzuela who explored how women are shaping the workplace through a dialogue around what it takes to shatter glass ceilings, build empathy, make every voice heard and valued, open doors to equal opportunities, and creating safe spaces not just for fellow women, but for all.With their shared narratives and insights, combined with the research of our Futures Council, we saw how women are ushering the next era—where they are at the forefront of driving change and transforming the global workforce. We’ve summarized what we’ve learned into five (5) eras women are leading us towards.
The Five Eras of how women are shaping the workplace
A Reframed Concept of Balance
A Louder Voice to Combat Systemic Inequities
Embracing Flexibility and Opening Opportunities
Building an Army of Allies
Advocating for Oneself
Era #1: A Reframed Concept of Balance
Historically, the mark of a successful woman has been her ability to balance a myriad of roles in life. However, women leaders of today encourage us to reframe this concept, advocating for the shift from balance to integration. This challenges the idea that balance requires distributing equal time, effort, and priority in our various identities. For our panel, they found ways to integrate their work into their personal lives, prioritizing their most valued commitments, with family and health on top of the list.Our research highlights that there is a growing chorus of experts advocating for work-life integration rather than work-life balance, suggesting that we should stop trying to fit your daily responsibilities into neat little compartments. Instead, they claim workers should find ways to make their personal and professional lives coexist.Achieving work-life integration requires a proactive approach and a willingness to redefine traditional notions of success.
"I don't believe in balance. It's misleading... I was always constantly juggling amongst a number of things."
— Karen Batungbacal
Era #2: A Louder Voice to Combat Systemic Inequities
More and more women are spearheading advocacy efforts aimed at addressing systemic barriers both within organizations and at a broader societal level. By championing policies such as paid parental leave, flexible work arrangements, and affordable childcare options, women are driving towards more equitable and inclusive work environments. Gallup and People Management emphasize the transformative impact of such policy changes in fostering a culture of support and empowerment for women in the workplace.Despite this, many women continue to face significant challenges in the workplace. They remain underrepresented across the corporate pipeline, with progress slowing down as they go up the ladder. In the latest Women in the Workplace report of McKinsey, it shows how women are more prone to experience threats to their psychological safety in the form of micro-aggressions and harassment. All these show that while progress has been made, much work is left to be done, louder voices are needed.
Era #3: Embracing Flexibility and Opening Opportunities
McKinsey’s findings reveal that women are more ambitious than ever, fueled by increased workplace flexibility. This sentiment is echoed in Mercer and Gallup’s studies, highlighting the importance of roles that provide flexibility and remote work options. Such arrangements cater to women’s multifaceted responsibilities beyond the confines of the office, allowing them to navigate their personal commitments while maintaining their professional pursuits. Research by Forbes and Gartner further illustrates how flexible work arrangements offer women autonomy and control in balancing their diverse roles and responsibilities. This has also resulted in the advancement of self-care practices and techniques that both our panelists emphasized as a key in developing the right systems that positively impact their careers.
As a result, women leaders are championing equal opportunities for other marginalized identities, lending their voices to others so that they, too, can experience opportunities that are now available to them.
Era #4: Building an Army of Allies
Creating equitable outcomes requires radical collaboration among different identities. Our findings suggest that women are actively cultivating relationships that help navigate the complexities of work-life integration, highlighting the importance of mentorship, networking, and supportive communities. By engaging with like-minded individuals and sharing experiences, women can glean valuable insights, offer support, and access resources to further their career advancement. Forbes and People Management emphasize the transformative power of supportive networks in bolstering women’s resilience and facilitating their professional development.What will this entail? It entails creating and building an army of allies, bridging generational and gender gaps, and promoting collaboration among women in the workforce. Forbes emphasizes the value of leveraging diverse experiences and perspectives to support growth and development, thereby fostering a culture of inclusivity and empowerment.
"Never make yourself feel small because you're a woman... What is it that you want to learn and pursue it with passion."
— Melissa Gil Schmidiger
Era #5: Advocating for Oneself
Studies show that women often underestimate their abilities compared to men, which contributes to lower levels of confidence and a reluctance to pursue opportunities for growth or recognition. To advocate for oneself, it is vital to understand one’s strengths, talents, and passions, especially when faced with the many glass ceilings that are still hindering women’s advancement.This practice is easier said than done, which underscores the significance of creating a supportive network of allies. Our panelists shared how some of their biggest champions in the workplace were men. In addition, our lead futurist, Jolina, emphasized the importance of boosting confidence in individuals both within and outside the workplace.Closing this confidence gap is crucial to ensure fair chances for women at work. Insights from Mercer points to the need for organizations to make systemic changes, which includes challenging biases, improving talent recruitment, and supporting skills development, thereby leveling the conditions for women striving for professional advancement
5 Ways Leaders Can Support Women in the Workplace
Champion Work- Life Integration and Flexibility
Offer flexible work schedules and remote work options to accommodate diverse needs and family responsibilities.
Challenge the Confidence Gap
Implement proactive talent identification practices to overcome women underselling themselves.
Dismantle Bias and Promote Inclusion
Conduct unconscious bias training for all employees, including leadership, to identify and address implicit biases.
Promote Meaningful Work and Growth
Invest in reskilling and upskilling programs to equip women with the latest skills needed to thrive in the digital age.
Lead by Example
Publicly champion gender equality and diversity initiatives within the organization.
Sources/References: Boogaard, K. (2020, May 6). What is work-life integration anyway? https://www.atlassian.com/blog/productivity/work-life-integrationCastrillon, C. (2021, March 28). This Is The Future Of Work For Women. Forbes. https://www.forbes.com/sites/carolinecastrillon/2021/03/28/this-is-the-future-of-work-for-women/?sh=20ad89ae2591Carter, C.M. (2024, February 22). Are Baby Boomers And Gen Z Women Poised For Workplace Solidarity?Forbes. https://www.forbes.com/sites/christinecarter/2024/02/22/are-baby-boomers-and-gen-z-women-poised-for-workplace-
solidarity/?sh=145b3ef5558bGallup. (2023, October). Debunking “Lazy Girl” Jobs: What Women Really Want at Work. https://www.gallup.com/workplace/512888/debunking-lazy-girl-jobs-women-really-work.aspxPalumbo, J. (2023, December 3). 5 Unique Things Female Employees Offer Their Employers.Forbes. https://www.forbes.com/sites/jenniferpalumbo/2023/12/03/5-unique-things-female-employees-offer-their-employers/?
sh=4cbfb1fd5111Richardson, N. (2021, June). The glass ceiling is as pernicious as ever. Here’s how we can bring women back to work. Fast Company. https://www.fastcompany.com/90649283/how-to-bring-women-back-to-work-and-not-the-limits-of-the-glass-ceilingWorld Economic Forum. (2023). Global Gender Gap 2023.https://www.weforum.org/publications/series/global-gender-gap-
report/World Bank. (2024, March 4). New Data Show Massive, Wider-than-Expected Global Gender Gap. https://www.worldbank.org/en/news/press-release/2024/03/04/new-data-show-massive-wider-than-expected-global- gender-gapNational Economic and Development Authority. (2023, March). WOMEN IN THE WORKPLACE: PAVING A BETTER LANDSCAPE IN THE LABOR FORCE. https://neda.gov.ph/women-in-the-workplace-paving-a-better-landscape-in-the-labor-force/Buchhave, H., Belhaj, N., & Belghith, H. (2022, April). Overcoming barriers to women’s work in the Philippines. World Bank Blogs. https://blogs.worldbank.org/eastasiapacific/overcoming-barriers-womens-work-philippines
solidarity/?sh=145b3ef5558bGallup. (2023, October). Debunking “Lazy Girl” Jobs: What Women Really Want at Work. https://www.gallup.com/workplace/512888/debunking-lazy-girl-jobs-women-really-work.aspxPalumbo, J. (2023, December 3). 5 Unique Things Female Employees Offer Their Employers.Forbes. https://www.forbes.com/sites/jenniferpalumbo/2023/12/03/5-unique-things-female-employees-offer-their-employers/?
sh=4cbfb1fd5111Richardson, N. (2021, June). The glass ceiling is as pernicious as ever. Here’s how we can bring women back to work. Fast Company. https://www.fastcompany.com/90649283/how-to-bring-women-back-to-work-and-not-the-limits-of-the-glass-ceilingWorld Economic Forum. (2023). Global Gender Gap 2023.https://www.weforum.org/publications/series/global-gender-gap-
report/World Bank. (2024, March 4). New Data Show Massive, Wider-than-Expected Global Gender Gap. https://www.worldbank.org/en/news/press-release/2024/03/04/new-data-show-massive-wider-than-expected-global- gender-gapNational Economic and Development Authority. (2023, March). WOMEN IN THE WORKPLACE: PAVING A BETTER LANDSCAPE IN THE LABOR FORCE. https://neda.gov.ph/women-in-the-workplace-paving-a-better-landscape-in-the-labor-force/Buchhave, H., Belhaj, N., & Belghith, H. (2022, April). Overcoming barriers to women’s work in the Philippines. World Bank Blogs. https://blogs.worldbank.org/eastasiapacific/overcoming-barriers-womens-work-philippines
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