The Broken Rung

Introduction

Women outpace men in education around the world. They graduate at higher rates and have higher average GPAs. However, despite these successes, women lose their advantage when entering the workforce. For every 100 men who are promoted to the first step up to manager, only 81 women get the same opportunity. This phenomenon causes women to fall behind early on, making it difficult to ever catch up. We refer to this often missed or delayed first promotion as the “broken rung.” The actions that women can take to leap over the “broken rung” is the subject of the book of the same title I co-authored that will be published on March 11.

Building Experience Capital

If the “broken rung” is the issue, the solution is for women to build more experience capital and proactively steer their careers in different ways. Experience capital is the skills, expertise, and wisdom that employees gain on the job. Over time, experience capital increases an employee’s value to the organization and accounts for roughly 50% of an employee’s lifetime earnings on average.

The Pay Gap

In the U.S., women have a 27-cent pay gap for every dollar than men earn, and 80% of that gap is explainable. Of the portion that is explainable, one-third is due to different hours worked and experienced gained, and the other two-thirds is due to different career choices that women make—for more flexible jobs, less competitive jobs (e.g., sales), or jobs that are more closely aligned to what they would enjoy.

Why Women Lose Ground

The first third is because women accumulate less time on the job than men. Women average 8.6 years at work for every ten years by men because, on average, women work fewer hours, take longer breaks between jobs, and occupy more part-time roles than men, according to McKinsey Global Institute research. The remaining two-thirds is because even when men and women start out in the same occupation, women are more likely to stay in the same income quintile or move down an income quintile, while men are more likely to move up. This is due to occupation selection and how men and women move jobs over time, with women more often selecting jobs that have flexible hours or geography, and jobs that are less overtly competitive (with transparent success metrics like sales roles).

How to Build Experience Capital

Seek a Company, Not Just a Job

When looking for your next role, it’s wise to prioritize the company over the actual role or the boss. Companies that can have the most impact on your learning and growth do three main things well: They support employee continuous learning and development, they encourage rotational roles across a career, and they have a clear and successful strategy. Effective organizations provide ample chances for employees to grow through training and expectations of mutual feedback, which has a lasting impact on their experience capital.

Make Big, Bold Moves

The moves you make throughout your career, whether between roles, organizations, or industries, significantly shape your career trajectory and the growth of your experience capital. Our data highlights two types of moves that have the greatest impact: big, early moves within the first five years of your career; and bold moves, which involve switching to a job that requires a significant share of new skills.

Invest in Your Mental, Physical, and Financial Health

Regardless of what tactics you use to rise in your career and build your experience capital, it will be impossible to reach your full earning potential or achieve your ambitions without taking care of your mental, physical, and financial health. Around the world, on average, women spend eleven years in debilitating health, compared to the 8 years for men. Women are also 1.6 times more likely than men to experience a mental illness. To set yourself up for long-term health and ensure you can be healthy across a career and a lifetime; you need to focus on the basics of a healthy lifestyle. This includes eating healthy, exercise, good sleep, regular health screenings, and advocating for yourself in terms of your health.

Conclusion

Maximizing your experience capital may sound like a big undertaking, but applying strategic tactics to your career path will accelerate your growth and multiply your lifetime earnings.

FAQs

Q: What are the key takeaways from this article?

A: The key takeaways are to prioritize building experience capital, making big, bold moves, and investing in mental, physical, and financial health to maximize lifetime earnings.

Q: What are some strategies for building experience capital?

A: Strategies include seeking a company that supports employee learning and development, making big, bold moves, and investing in one’s mental, physical, and financial health.

Q: Why do women tend to fall behind in the workplace?

A: Women tend to fall behind because they accumulate less time on the job, choose less competitive jobs, and are more likely to stay in the same income quintile or move down an income quintile, rather than moving up.

Q: What is the pay gap between men and women?

A: In the U.S., women have a 27-cent pay gap for every dollar than men earn, and 80% of that gap is explainable.

In today’s fast-paced and often isolating work environments, belonging in organizations can be a significant challenge. As we spend a substantial amount of our lives at work, it’s crucial to create a sense of community and belonging among colleagues. This not only boosts morale and job satisfaction but also improves overall well-being and productivity. In this article, we’ll explore the importance of building meaningful connections at work and provide actionable tips to help you achieve a sense of community in your organization.

The Importance of Building Meaningful Connections at Work

A sense of community is essential for personal and professional growth. When we feel connected to our colleagues, we’re more likely to:

* Feel a sense of belonging and purpose
* Be more engaged and motivated
* Build stronger relationships and networks
* Be more productive and efficient
* Enjoy our work and have a better work-life balance

However, building meaningful connections at work can be challenging, especially in today’s remote and virtual work environments. To overcome these challenges, let’s explore some practical tips for crafting a sense of community at work.

Building Meaningful Connections at Work: Tips and Strategies

### 1. Encourage Open Communication

* Create an open-door policy where employees feel comfortable approaching their managers or HR representatives with questions, concerns, or suggestions.
* Encourage active listening and regular check-ins to ensure everyone’s voice is heard.

### 2. Foster a Positive Work Culture

* Promote a positive and inclusive work environment by recognizing and rewarding employee achievements and milestones.
* Encourage teamwork and collaboration by assigning projects that bring colleagues together.

### 3. Celebrate Diversity and Inclusion

* Embrace and celebrate the diversity of your team, including different cultures, backgrounds, and perspectives.
* Create a sense of belonging by incorporating diverse voices and ideas in company initiatives and events.

### 4. Create Opportunities for Socialization

* Organize regular social events, such as team lunches, happy hours, or volunteer activities, to encourage bonding and camaraderie.
* Create a social committee to plan and execute events that cater to diverse interests.

### 5. Empower Employees

* Provide opportunities for growth and development through training, mentorship, and leadership programs.
* Encourage autonomy and ownership by giving employees the freedom to make decisions and take calculated risks.

### 6. Recognize and Reward Employees

* Develop a recognition and reward system that acknowledges employee efforts and achievements.
* Celebrate milestones, such as work anniversaries, promotions, or years of service.

### 7. Foster a Sense of Purpose

* Ensure employees understand the organization’s mission, vision, and values.
* Encourage employees to align their work with the organization’s goals and values.

### 8. Encourage Work-Life Balance

* Offer flexible work arrangements, such as telecommuting or compressed workweeks.
* Support employee wellness initiatives, such as fitness classes, meditation sessions, or on-site health services.

Conclusion

Building a sense of community at work requires effort and dedication. By implementing these tips and strategies, you can create a positive and inclusive work environment where employees feel valued, engaged, and motivated. Remember, a sense of belonging is essential for personal and professional growth, and it’s crucial to prioritize it in your organization.

FAQs

### Q: What are some benefits of building a sense of community at work?
A: Building a sense of community at work can lead to increased job satisfaction, improved morale, and better engagement, as well as improved productivity and retention rates.

### Q: How can I, as a manager, build a sense of community at work?
A: As a manager, you can encourage open communication, foster a positive work culture, celebrate diversity and inclusion, create opportunities for socialization, empower employees, recognize and reward employees, and foster a sense of purpose.

### Q: What are some challenges in building a sense of community at work?
A: Some common challenges in building a sense of community at work include lack of communication, lack of trust, and lack of engagement.

### Q: How can I overcome these challenges?
A: To overcome these challenges, it’s essential to address the root causes, such as providing training and development opportunities, encouraging open communication, and promoting a positive work culture.

In today’s fast-paced and rapidly changing global landscape, organizations must be agile and adaptable to survive and thrive. One key strategy for achieving this adaptability is through diversity training programs, which can help organizations navigate the complexities of a diverse and global workforce. In this article, we’ll explore how diversity training can help organizations adapt to a changing world and stay ahead of the competition.

The Importance of Adaptability

In a world where technology is constantly evolving and the pace of change is accelerating, organizations must be able to adapt quickly to new circumstances. This requires a workforce that is diverse, inclusive, and equipped to handle the challenges of a rapidly changing environment. With diverse perspectives, experiences, and skills, employees can bring new ideas and approaches to the table, helping organizations stay ahead of the curve.

The Role of Diversity Training

Diversity training plays a critical role in helping organizations adapt to a changing world. By providing employees with the knowledge, skills, and attitudes needed to work effectively with colleagues from diverse backgrounds, diversity training can help break down barriers and foster a culture of inclusion. This, in turn, can lead to increased collaboration, creativity, and innovation.

Benefits of Diversity Training

So, what are the benefits of diversity training? Here are just a few:

Improved Collaboration

When employees from diverse backgrounds work together, they bring different perspectives and approaches to the table. This can lead to more effective problem-solving, increased creativity, and better decision-making.

Enhanced Communication

Diversity training can help employees learn to communicate effectively with colleagues from different backgrounds, cultures, and generations. This can lead to better relationships, increased teamwork, and improved customer service.

Increased Innovation

By bringing together people with different experiences and perspectives, diversity training can foster a culture of innovation, leading to new ideas and approaches that might not have been possible otherwise.

Challenges of Diversity Training

While diversity training can bring numerous benefits, it’s not without its challenges. Here are a few to consider:

Resistance to Change

Some employees may resist changes brought about by diversity training, whether due to discomfort with new ideas or concerns about their own biases.

Lack of Resources

Organizations may not have the resources (financial, human, or technological) to implement effective diversity training programs.

Measuring Success

It can be difficult to measure the success of diversity training programs, making it challenging to determine whether they’re having the desired impact.

Best Practices for Diversity Training

So, how can organizations overcome these challenges and implement effective diversity training programs? Here are a few best practices to consider:

Start with Inclusion

Begin by creating an inclusive culture that values diversity and promotes equal opportunities for all employees.

Use Real-Life Scenarios

Use real-life scenarios and case studies to help employees understand the importance of diversity and inclusion in the workplace.

Make it Interactive

Make diversity training interactive and engaging, using activities, role-playing, and group discussions to encourage participation and collaboration.

Conclusion

In conclusion, diversity training is a critical component of any organization’s strategy for adapting to a changing world. By providing employees with the knowledge, skills, and attitudes needed to work effectively with colleagues from diverse backgrounds, diversity training can help break down barriers and foster a culture of inclusion. By following best practices, such as starting with inclusion, using real-life scenarios, and making it interactive, organizations can overcome the challenges of diversity training and reap the many benefits it has to offer.

FAQs

Q: What is diversity training?
A: Diversity training is a type of training that aims to promote diversity and inclusion in the workplace by providing employees with the knowledge, skills, and attitudes needed to work effectively with colleagues from diverse backgrounds.

Q: What are the benefits of diversity training?
A: The benefits of diversity training include improved collaboration, enhanced communication, and increased innovation.

Q: What are some common challenges of diversity training?
A: Common challenges of diversity training include resistance to change, lack of resources, and measuring success.

Q: What are some best practices for diversity training?
A: Best practices for diversity training include starting with inclusion, using real-life scenarios, and making it interactive.

Q: How can I measure the success of diversity training?
A: Measuring the success of diversity training can be challenging, but some common metrics include employee feedback, training participation rates, and diversity and inclusion metrics such as unconscious bias testing and diversity and inclusion surveys.