During Women’s History Month, I find myself reflecting on where women stand in the world of work — and how they can be empowered to take greater ownership of their careers. While there are a number of women’s political, social and economic achievements to celebrate, research shows that even the youngest generation still feels overlooked by their employers. Just 16 percent of millennial women report being members of senior management or leading a department, compared to 21 percent of millennial men, according to Deloitte’s 2016 Millennial Survey. In the study, 48 percent of female respondents said they are “being overlooked for potential leadership positions.”
While it’s disappointing to hear that women don’t feel valued, it’s more reason to carefully vet employers during the interview process, says Ellyn J. Shook, chief leadership and human resources officer at Accenture, a global professional services company. “The top three things female millennials are looking for from their employers are opportunities for career progression, competitive wages and flexible work arrangements,” Shook says.
Women who don’t feel that they have access to these resources should consider switching to a company where they will, or at least where they’ll feel empowered to speak up if they feel overlooked. Long gone are the days of sticking with one employer for a few years to “pay your dues.” Instead, unhappy employees are packing their bags. In the Deloitte study, 67 percent of women said they expect to switch companies within the next five years. Furthermore, employees are in the power position as companies combat the talent shortage. If employers don’t recognize and value employees, they’re simply going to find somewhere that will.
With these factors in mind, here are four ways women can position themselves to get what they deserve from an employer.
1. Get a feel for fit and opportunities during the interview process. For women (and men), the key to getting the most out of the interview process is getting a sense of the culture and the nature of opportunities. Candidates should ask questions that will help them determine whether they’ll be the right fit for the company — and vice versa. Be sure to also ask about growth trajectories and timelines for the position to which you’re applying.
2. Understand — and own — your value. Women should seize their power, says Shook. “Be sure you’re the one doing the choosing. Women are in the driver’s seat right now. When you look at the top ten skills published by the World Economic Forum, women have an advantage in many of them. Understand your value and make sure you’re choosing well,” she says.
3. Network internally. Networking doesn’t stop when you’re hired. In fact, it’s quite the opposite. Once you join an organization, making internal connections becomes an even bigger priority. “Make sure that you’re not only getting the necessary experiences, but also the exposure that you need to be successful,” Shook says.
This includes speaking up at department meetings, getting involved in a variety of initiatives outside the scope of your job and strengthening ties with allies. People who have your back can offer testimonials to your work when it comes time for a performance review.
4. Identify mentors to help elevate your exposure. Women can continue to improve how they increase their visibility within the organization, says Shook. While she doesn’t see a lot of differences in how women are getting in the door compared to male recruits, they don’t always get the same level of exposure after coming on board.
“Women need to use their network and ensure that the right people understand their experiences and contributions,” Shook says. Women should work to identify mentors and meet with them regularly to map their career path, build exposure and obtain leadership skills.
Fortunately, some employers are starting to create programs that will ingrain these activities in the company culture. For instance, the Accenture Women’s Network pairs women with leadership mentors, and provides virtual workshops and networking tips to help them advance their careers.
Mentors outside of the organization can also help you strategize your career path and find ways to maximize your exposure. For instance, Deloitte holds a free annual conference for first-year top-performing female MBA students. The Deloitte Women’s Leadership Launch gives participants the opportunity to network with each other, Deloitte leadership and consultants to build relationships that extend beyond the event.
Women looking to progress their careers should educate themselves about these programs and ask their potential employer about similar opportunities. These programs exist. So, set (reasonable) expectations for your career path. Remember: You’re in the power position, so make the most of it.
Shook says: “Millennial women are more highly educated, so there’s a greater opportunity for career progression. Being a top candidate really sets the tone for what a potential employee is looking for in a company, and what employers need to do to retain top talent.”
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4 Ways Millennial Women Can Boost Their Careers in 2016 originally appeared on usnews.com