Leading Fearlessly: Want to be a gender leader in the workplace? Create flexible work models to support women
Soon after graduating from business school, I got a job working at a top asset management firm in New York City. At that time, there were few women in the industry, and hybrid work arrangements didn’t even exist. However, I had a role that required me to be on the road constantly, and my boss – who was also female – let me know early on that I should take a flexible approach to my job. For example, she said if my return flight got in late at night, I should not feel pressured to come in early the next day. I remember her saying, “I trust you to get the job done, and as long as you get results, you can manage your own schedule.” This level of flexibility and trust meant a lot to me – and ultimately, this approach helped the firm with retention, especially among female colleagues.
Since that time, women have come a long way in the workforce and in leadership roles. But in 2023, there was a 15% drop in the number of female CEOs in the United States, according to Grant Thornton International Ltd.’s Women in Business 2024: Pathways to parity study. In that study, departing female CEOs in larger companies cited public pressure, caregiving responsibilities and the need to behave more like men. The report offered several strategies for companies to become “gender leaders,” and one of those pathways was creating flexible working models to support women leaders. “Hybrid and flexible working arrangements have a positive impact on the growth of women in senior leadership positions,” said the authors of the study.
Unfortunately, many women are hesitant to ask for flexible options. Deloitte’s recent Women @ Work 2024 Global Outlook reported that 95% of women believe that requesting or taking advantage of flexible work opportunities will negatively affect their career progression. And 93% of respondents said they didn’t expect that their workload would be adjusted if they move to a flexible work arrangement.
What does this mean for companies seeking to attract or retain female leaders? It means that businesses must not only offer flexibility but also ensure a psychologically safe environment where women feel comfortable asking for that flexibility. Depending on the organization or specific role, it may not always be possible for leaders to meet every female employee’s needs, but it is important to have an open discussion. This is especially important for top female leaders, but is applicable throughout the entire organization. As the Grant Thornton study concluded: “Having choice in where we work brings significant benefits to women in business, not just at a senior level, but also to the talent pipeline.”
I turned to local leaders and asked them for their perspectives and advice for women who want more flexibility or for employers seeking to retain female leaders.
Sophia S. Ahmad, vice president of philanthropy, WesleyLife
As the state’s largest nonprofit provider of health and well-being services for older adults, WesleyLife prioritizes women in top leadership roles; in fact, 60% of our executive team is women. Our president and CEO, Rob Kretzinger, models and emphasizes health and well-being for his executive team; it’s even included in our performance goals each year. Flexibility certainly ties into this; when a high performer is free to activate within an agreed-upon framework, it’s a win-win for the team member and employer.
When approaching conversations around flexibility, it is important to begin from a place of trust, demonstrating that you are a leader who prioritizes excellence and achieves results, and clearly articulate how that will continue with the requested flexibility. Consistent communication ensures that expectations are on par; if not, it will help identify how adjustments can be made.
Hayley L. Harvey, immediate past president, the American Association of Public Health Dentistry; section chief and director of dental education, Broadlawns Medical Center
This year marks my 30th anniversary as a clinical dentist. I am proud of the dental service that I have provided, while raising two daughters alongside my husband, Matthew. That said, I confess that I did fail in negotiating a more flexible work schedule in support of “work life/home life” balance. Now on the brink of becoming an empty nester, I have regrets. Yet, I am in awe of the young professional women entering the workforce space demanding what was, for me, the impossible. To those less confident in being forthright with that ask, I encourage them to consider the first line in the “Barbie” monologue (Greta Gerwig): “It is literally impossible to be a woman.” Then couple that with business expert Dean Graziosi’s quote, “As you progress in your personal and professional life, it is essential to believe in the impossible,” and proceed!
Katie Petru, director, communications and community, Casey’s
In my experience in different environments over the course of my career, I have found what is most meaningful and productive is having clear communication about your needs with your leaders and team. Great leaders and organizations foster an environment that meets people where they are at and works with them to navigate what they need to be successful at work as well as outside of work. Hybrid work offerings, where some work is done remotely, often at home, allows for flexibility and saving on commute times. Another example is flexible work hours, so women can flex their work to another time of day without feeling remorse. This gives flexibility and shows that their contributions are valued regardless of when the work happens. If you want your team to be effective and engaged at work, they have to feel supported and have their needs met all around.
Katie Wengert, chief strategy officer, Innovative Radiology & Total Health Experience
My words of advice for those who are seeking flexibility is that performance and productivity speak for themselves. If someone consistently demonstrates that they are responsible and accountable, then your manager is already aware of your aptitude for reliably accomplishing your responsibilities. Individuals who want to reduce their work hours, flex their schedule or work from home occasionally can always approach a request for flexibility provisionally to demonstrate that they can be equally productive. Make the most of opportunities that are given to you and exceed your manager’s expectations. If you have virtual meetings, turn your camera on and be fully present. If being in the office a set number of days per week is required, then be engaged when you are in the office and be genuine in your interactions with your colleagues. Your actions speak louder than your words.
