The company’s senior leadership team was 85% male, and women in mid-management positions felt overlooked for promotions. This imbalance was creating a culture of unconscious bias, where men were often assigned high-visibility projects while women were given more administrative roles.
Sarah knew she needed to take action. She reached out for executive coaching, determined to create a a workplace where both men and women could thrive equally. Over the next year, we worked together to implement strategies that transformed the company’s culture—from inclusive hiring policies to leadership development programs that empowered women.
By the end of the second year, the results were profound:
• Women in leadership roles increased from 15% to 40%
• Employee satisfaction scores rose by 35%
• Productivity and innovation improved as diverse voices contributed to decision-making
Let us look at the 9 strategies I applied to support Sarah’s commitment to build a an inclusive workplace. Whether you are a business leader, HR professional, or entrepreneur, these strategies will help you create a culture of equity, inclusion, and empowerment.
1. Foster Inclusive Leadership and Accountability
Diversity is not about how we differ. Diversity is about embracing one another’s uniqueness. Female-inclusive leadership sets the tone for workplace culture. When leaders actively promote female inclusion, they create an environment where all employees feel valued, respected, and empowered.
How I Worked With Sarah’s Company On This
From our session, Sarah realized that changing workplace culture required an assertive (not aggressive) top-down approach. Initially, senior executives dismissed concerns about gender imbalance, viewing it as a natural consequence of the industry’s male dominance. To address this, we implemented mandatory female inclusion training for all senior executives.
We also established accountability metrics—each department head was required to track female representation within their teams and report on actions taken to support women’s growth. Over time, this led to significant shifts in attitudes, with leaders actively championing female-inclusive policies instead of resisting them.
Result
By the following financial year, leaders in Sarah’s company are held accountable for female diversity goals, leading to better hiring, mentorship, and promotion opportunities for women. Surveys indicate a 50% improvement in perceptions of leadership fairness and inclusivity.
2. Promote Equal Access to Career Advancement Opportunities
In the marketplace, you can’t be what you can’t see. One major barrier to women inclusion is the lack of visibility and mentorship for women in leadership roles. Organizations must provide equal access to promotions, career development programs, and mentorship opportunities.
How I Worked With Sarah’s Company On This
We discovered that while women in Sarah’s company were highly competent, they were often overlooked for leadership roles because they were not given high-profile projects or leadership training. To change this, we introduced a sponsorship program where senior executives actively mentored and advocated for high-potential female employees. Unlike traditional mentorship, sponsors took an active role in promoting their mentees by ensuring they had opportunities to lead significant projects and attend executive meetings.
Additionally, we ensured that promotion criteria were transparent and measurable. Instead of relying on subjective assessments, we deployed a scorecard system in Sarah’s company, ensuring that all candidates were evaluated fairly based on performance, leadership potential, and contributions.
The Result
Within two years, promotions for women increased by 45%, and employees reported a stronger sense of career progression fairness. Many female employees who previously felt stuck in mid-management roles were now successfully leading key business divisions.
3. Implement Family-Friendly Policies
I reckon that work-life balance is not an entitlement or benefit. A company cannot give it to her staff. Every individual career professional – male and female – have to create work-life balance for themselves. That said, many women leave the workforce due to a lack of support for caregiving responsibilities.
Family-friendly policies—such as parental leave, flexible schedules, and remote work options—can improve retention and engagement.
How I Worked With Sarah’s Company On This
Sarah noticed that women in mid-management roles were leaving the company at higher rates than men, citing challenges in balancing work and family responsibilities. To address this, we introduced flexible work policies, including remote work options and extended parental leave. We also set up a childcare support program, offering financial assistance for employees who needed childcare services.
The Result
After two years, retention rates for women increased by 30%, and employees reported feeling more supported in balancing their professional and personal lives. The company also saw a 15% increase in female applicants, strengthening its talent pipeline.
4. Create Safe and Inclusive Workspaces
A workplace that values respect, diversity, and inclusion is a workplace that thrives. A women-inclusive workplace requires a safe, harassment-free environment where employees feel respected and valued.
How I Worked With Sarah’s Company On This
We implemented a zero-tolerance policy on workplace harassment, establishing confidential reporting channels and providing company-wide bystander intervention training.
Employees were also encouraged to report inappropriate behavior without fear of retaliation.
The Result
Surveys showed a 40% increase in employee trust in the company’s HR policies, and reported workplace harassment cases decreased significantly. Employees also felt more empowered to speak up in meetings, fostering greater inclusivity.
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