At the current rate of progress, it will take until 2070 to reach equal representation for women in STEM1 and 2158 to achieve full gender parity.2 These shocking statistics highlight the need to take swift and decisive steps to achieve gender equality. But what do those steps look like, and how can we help speed up progress?
Acknowledging biases
Harmful gender biases continue to affect women’s ability to succeed in the workplace. In 2024, four in 10 women had experienced microaggressions, harassment, or both at work3. Women are more likely to be hired for jobs below their qualification level4 and more likely to be asked why they should be hired5.
“It’s essential to recognize and stay aware of unconscious bias and its impact on how women are treated,” says Chief Professional Services Officer Holly Gratkowski.
“Anyone who thinks they don’t harbor any bias is mistaken—it’s woven into our upbringing, our environment, and the challenges we’ve each encountered. The key is to call attention to it in a way that invites discussion rather than villainizing anyone. This has to be an ongoing dialogue. We must also speak up and address bias when we see it.”
Marthe Masschelein, VP, Data Services, agrees we must challenge expectations around acceptable behavior and responsibilities.
“When I think of women in leadership, it’s about motivation, passion, ambition, and a positive can-do approach. I believe many women have these qualities, and we should support each other more in showing those, and normalizing that women can be ambitious, have drive, and be good mothers simultaneously. Similarly, normalizing the fact that men take a long parental leave, for example, instead of women.”
Unapologetically taking up space
Stephanie Marques, Global VP, Commercial Mid-Market, is hopeful for a future where her daughters can lead with unapologetic confidence. “As a woman in leadership, I’m used to being the only female on the call. I’m unapologetic about being there. I know I earned that right; it wasn’t given to me. As a leader, it’s important for me to create a transparent environment for my team. It’s my job to understand what energizes my team members and provide them the support and resources to achieve their goals, which, in turn, will benefit the goals of the business.”
“For me, it’s all about having the confidence to ask the uncomfortable questions. If I can empower my team to take up that space by asking questions, challenging ideas, and speaking up, I’ve done my job.”
Andrea McSweeney, VP, Customer Success, agrees that we must lead by example and uplift the next generation.
“CluePoints has a strong network of women leading by example and raising each other up, and I feel especially lucky to be part of this successful, gender-diverse team. However, there’s always more room at the top for us,” she says. “It’s the responsibility of all female leaders to speak up and uplift the next generation of female rockstars to close that gap quicker than 2158.”
Encouraging diverse voices
Gender inequality affects us all, but some women are disproportionately affected in a whole range of ways. Black women are promoted at a significantly lower rate than white women,6 women with disabilities are more likely to be interrupted or have their judgment questioned,7 and lesbian and bisexual women are more likely to experience microagressions.8
These disparities highlight the need to ensure we achieve equality for all women.
“I’m lucky to have the privilege to manage a diverse group of women on my team,” says Laura DiCindio, Director, Project Delivery. “They all are extremely strong performers and offer many different experiences, cultures, and perspectives. They each bring something special to the table, which makes the team extremely well-rounded. We strive every day to support each other, champion each other, and listen to each other.”
Central Monitor Consultant Melissa Thomas and VP Marketing Catherine Ditzler agree it’s crucial to ensure diverse perspectives are heard to achieve change.
“I work with a great group of people at CluePoints, including many women in my department and across our organization,” says Melissa. “In my work, I focus on ensuring diverse perspectives are considered in decision-making and sharing resources that empower individuals to use critical thinking to bring their unique insights and perspectives to our teams.”
Catherine adds: “I think accelerating action and the rate of speed that we can get progress is truly just around giving everybody a voice and making sure that we’re all stepping up to the plate to bring new ideas to the table, to problem solve, and to be better together.”
Role models and mentorship
Women with a sponsor or advocate are more likely to have their ideas endorsed and developed and three times more likely to see them implemented.9
“Mentoring isn’t just an active agreement between you and a particular person who has recognized your expertise and sought you out but a passive mindset that drives you to show up to professional spaces and speak up, challenge systems not originally designed for women to succeed and set an example that no matter who you are, you bring unique thoughts and ideas to the table that improve these spaces for everyone,” says Andrea.
“At CluePoints, I hope all my female colleagues know they can count on me for support, and I want nothing more than to see them achieve their goals. I’ll do everything I can to help get them there the quickest way possible.”
Addressing societal factors
While recognizing the actions we can take individually to address gender inequity, it’s also important to acknowledge the underlying reasons behind inequity. Women account for less than a third of students enrolled in STEM programs at the university level worldwide10 and are seven times more likely than men to be out of work due to caring commitments.11
“In some countries, women have limited or no access to education or university,” says Data & Knowledge Manager Sylviane de Viron. “Parental leave policies differ greatly worldwide, with varying gender equity levels. As country leaders or company executives, addressing these environmental root causes is essential to significantly impacting gender equity.”
Accelerate action today
Whether it’s addressing your own biases, providing mentorship, or campaigning for wider societal and industry change, at CluePoints, we believe everyone has a role to play in accelerating action for gender equality. Join us in calling for swift and decisive action to achieve gender equality—not just on International Women’s Day, but all year round.
References
- https://womenindata.co.uk/pathways-into-data-women-in-data-initiatives-for-gender-parity/
- https://www.weforum.org/stories/2024/06/global-gender-gap-2024-what-to-know/
- https://www.deloitte.com/global/en/issues/work/content/women-at-work-global-outlook.html
- https://www.healio.com/news/hematology-oncology/20220331/women-more-likely-than-men-to-be-hired-for-jobs-below-their-qualification-level
- https://builtin.com/diversity-inclusion/gender-bias-in-the-workplace
- https://leanin.org/article/women-in-the-workplace-black-women#
- https://leanin.org/article/women-in-the-workplace-women-with-disabilities
- https://leanin.org/article/women-in-the-workplace-lesbian-and-bisexual-women
- https://www.businessinsider.com/gender-inequity-drug-industry-little-progress-on-diverse-female-ceos-2021-4?r=US&IR=T
- https://stem4alleurasia.org/gender-in-stem/gender-barriers-in-education
- https://www.tuc.org.uk/news/women-7-times-more-likely-men-be-out-work-due-caring-commitments
