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5 Ideas to Make Your Workplace Better for Women

5 Ideas to Make Your Workplace Better for Women

Our research proves that the gender gap continues at workplaces across the country. But the Best Workplaces for Women™ are listening and taking action. 

These companies are creating a better workplace for women through inspired people practices. And their employee survey responses are encouraging and instructive on how employees feel about them.

1.  Hilton
Take into account employees' demands outside of work

At the top of the list, this hospitality giant is realistic about work-life balance. Many hotel employees can define their start and departure times. This frees them up for things like school pick up and off-peak commutes. 

Housekeeping employees get similar privileges. If they finish their work early and meet cleanliness standards, they can clock off early - and still get paid for their full shift.

This flexibility lessens the mental load of home-life for one Hilton employee: 

"I’m so happy and thankful that I can leave early and get paid for my shift. My daughter’s school is far away from work, and I don’t worry because I know I will have plenty of time to pick her up. It helps me keep focused on my work and do my best.

2. Ultimate Software
Create community groups that advocate for women

Women or "UltiWomen" as they're known, comprise about half of Ultimate’s workforce, and hold nearly 50% of front-line manager positions. That's impressive for the tech industry. Where the quit rate is more than twice as high for women (41%) than it is for men (17%).

"Women in Leadership" (WIL) is another community interest group at Ultimate. It is open to UltiWomen of all job levels. WIL hosts a variety of events throughout the year in cities across the country. 

UltiWomen get access to presentations from keynote speakers, networking events and luncheons. Wellness retreats, movie screenings, book clubs, and community service projects are other benefits. 

"UltiHome" is the company's online community. Here, UltiWomen discuss goals, ask questions, and collaborate on how to lay the road for future women leaders. 

3. Wegmans Food Market, Inc.
Represent women at the senior leadership level

Wegmans upholds equal gender representation at all levels and across all functions. Women make up 54% of the company's employee population. You will find a woman at every level of the organization, right up to President and CEO, Colleen Wegman. 

Wegman takes pride in a long history of great Trust Index© scores. And women usually report a slightly better experience than men in their employee survey responses.

It's clear from what employees have to say that Wegmans know how to invest in their female leaders:

"This company has given me so much. They believe in me and give me the opportunity to succeed. As a woman and a minority in leadership, I feel it's my job to help develop and encourage all employees to succeed in a diverse atmosphere."

4. Cooley LLP
Make returning to work after maternity leave easier 

Maternity leave and other long absences can make staff feel disconnected from the workplace. This makes re-entering the workforce hard. 

That's why law firm, Cooley LLP, created a leave of absence liaison program. Lawyers who go on leave for longer than four weeks pair up with a mentor in their office. Liaisons ensure employees on leave feel connected to their law practice group. When the employee returns to work, the liaison helps them re-integrate.

5. Texas Health Resources
Live your values - from interview to workplace

Balancing work and home can be stressful for employees. For people at Texas Health Resources, it's less of a juggle. And it's helping the company recruit top talent. 

One female employee left the workforce for two years to be a stay-at-home mom. When she was looking for her next job, Texas Health Resources stood out:

“I have young children and have to be a bit flexible to be at home if I need to take them to soccer. When I was exploring positions and going through interviews, not everyone seemed supportive of women taking time off to stay home with their children. I didn’t want to work at a company where they didn’t value family as I do.”

Sometimes, making the workplace better for women comes down to understanding them as a whole person, who they are beyond the workplace. If you'd like more insights into how women are experiencing the workplace, read our key findings from our recent study. 


Claire Hastwell