How to empower women in the workplace

March is Women’s History Month, which means it’s the perfect time to pause and reflect on our progress toward gender equality and assess ongoing efforts to create inclusive workplace environments. Empowering women isn’t just a “nice-to-have” effort anymore – it’s essential for workplace transformation and business performance. Yes, we’ve come a long way in improving opportunities, conditions, and protections for women, but there is much more work to be done. 

Empowering women in the workplace is about more than fairness — it can benefit the companies that commit to it by driving organizational success, innovation, and job satisfaction. Research shows that companies with gender-diverse boards are 27% more likely to financially outperform competitors who don’t commit to diversity. In short, when women are supported in the workplace, businesses thrive. From implementing fair pay to increasing mentorship opportunities, these 10 concrete strategies will help you prioritize female empowerment in the workplace. Learn how to support women in the workplace here.

1. Establish mentorship programs for women in leadership roles

One of the most effective ways to empower women in the workplace is by developing structured mentorship programs. According to research, when women have mentors, they’re more likely to: 

• Have greater success
• Feel more satisfied in their career 
• Receive promotions
• Explore more opportunities
• Get more raises
• Feel more confident in their abilities
• Feel less isolated 
• Be more engaged at work

Implement empowerment programs that pair upcoming female leaders with successful senior executives on your team. Your mentorship program should be designed to help women develop their skills and navigate challenges. Mentors can offer support through guidance, career advice, and advocacy.  

2. Ensure equal pay for equal work

Despite decades of work to close it, the gender pay gap persists today. While it’s narrowed slightly over the last couple of decades, research found that in 2024, women still only earned about 85 cents on each dollar their male counterparts earned. Studies suggest that gender wage gaps are evident in all parts of wage distribution and at every level of education– Black and Hispanic women prominently have the largest gaps. 

It’s not all bad news, though. You can course correct by taking action — and it’s worth it. Equal pay strengthens workplace morale and helps you attract and retain top talent.

To close the gender gap, your company should:

• Regularly conduct blind pay audits
• Ensure salary transparency
• Adjust compensation to reduce and eventually eliminate disparities

3. Implement flexible work arrangements that support work-life balance

Women in the workforce can face challenges such as balancing their careers, personal life, and caregiving responsibilities. For them, flexible work arrangements can be essential. Some research suggests that more than 80% of women want flexible schedules. It’s even been ranked as the most important factor by job seekers, even above pay. 

To help women be successful, offer remote options and flexible hours when possible. You can also implement family-friendly policies that support career advancement but still allow women to manage other obligations. No woman should have to sacrifice career advancement or choose between their job and their outside priorities and obligations. 

4. Promote women into leadership and decision-making positions

Progress has been made, yet women still remain grossly underrepresented in leadership. In 2024, just 10.4% of Fortune 500 companies had female CEOs. Organizations should be proactively identifying — and supporting — women with potential. They should provide leadership training and ensure fair opportunities for promotion. 

Research indicates that companies with more women in leadership see increased profitability, market share, shareholder returns, and innovation. One study tracked female-led companies and found that when women were at the helm, companies saw a 384% return (vs 261% at male-run organizations).

Creating a pipeline to leadership is easier when you have mentorship and training in place. To accelerate progress, you should set measurable DEI goals and track current and past leadership demographics. You can also create sponsorship programs that pair executives with the women on your team. 

5. Cultivate a culture of inclusion and respect

Inclusivity ensures women feel valued and heard, which is essential for women's empowerment in the workplace. Feelings of inclusion benefit your entire organization — a Deloitte study found that inclusion translates to:   

• Better overall team performance by 17%
• Higher quality decision-making by 20+%
• Increased and more effective collaboration by 29%

To create a culture of inclusion and respect and an environment where women thrive, organizations should: 

• Address unconscious bias
• Foster respectful communication
• Implement policies that support diversity
• Offer training programs
• Encourage and support employee resource groups (ERGs) 

6. Offer paid family leave and parental support

Paid family leave is a game-changer for retaining women in the workforce. Yet, the U.S. remains one of the few developed countries without a federal paid leave policy, often forcing women and men to choose between their careers and family responsibilities. Studies consistently show that companies offering generous paid family leave and childcare support experience higher retention rates, increased productivity, greater employee satisfaction, and overall better well-being.

Supporting women as both professionals and parents is essential. A strong paid family leave policy should be inclusive, covering all parents—including adoptive and non-birthing parents. Beyond leave, consider additional employment benefits for working moms and dads that ease the challenges of balancing work and family, such as:

• Gradual return-to-work programs to help employees transition back smoothly
• On-site childcare for accessible and reliable support
• Childcare stipends to alleviate financial stress
• Flexible scheduling options to accommodate family needs
• Increased paid time off (PTO) to support overall well-being

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Providing these benefits not only enhances the mental health of working mothers and fathers but also ensures they can be fully present and engaged—both at work and at home.

7. Provide professional development and skills-building opportunities

Continuous learning is essential for career growth, especially for women looking to stay competitive in their industries. According to a recent LinkedIn Learning report, 88% of employers are concerned about retention, and the top strategy for keeping employees is offering professional development opportunities. The report also found that employees are more likely to stay at companies that invest in their growth.

To truly empower women in the workforce, businesses should provide resources that foster skill-building and career advancement. Consider offering:

• Leadership training to prepare women for management and executive roles
• Skills workshops to keep employees up-to-date with industry trends
• Mentorship programs that connect women with experienced professionals
• Tuition reimbursement to support continued education and career development

By investing in professional development, companies not only help women advance in their careers but also strengthen their workforce with skilled, engaged employees.

8. Establish clear pathways for career advancement

Transparency in career advancement is essential for gender equity. A study by Lean In and McKinsey found that 36% of women believe their gender has been a barrier to promotions, raises, or career growth—compared to just 15% of men. To make meaningful changes and create a more equitable workplace, companies must establish clear, structured pathways for women to advance.

Here’s how to foster a fair and supportive work environment:

• Use clear, standardized evaluation criteria for performance reviews
• Train decision-makers to recognize and mitigate bias
• Provide transparent promotion guidelines and career resources
• Offer consistent performance feedback and mentorship
• Establish clear succession plans that include female employees

9. Challenge and eliminate gender biases in hiring and evaluations

Gender bias in hiring and performance evaluations can significantly hinder women's career growth. Research shows that women are twice as likely as men to be described as “helpful” in performance reviews, while men are twice as likely to be called “ambitious.” Additionally, women—and other underrepresented groups—often receive vague, less actionable feedback, limiting their professional development.

To create a fair and equitable workplace, companies should de-bias hiring practices by:

• Establish clear, standardized evaluation criteria
• Provide bias training for hiring managers and leadership
• Proactively seek diverse candidates with similar qualifications
• Implement blind resume screening to minimize unconscious bias
• Use structured interviews to ensure consistent, merit-based assessments

By taking these steps, organizations can foster an inclusive culture in which talent and potential—not gender—determine career success.

10. Create a safe environment for women to speak up and report discrimination

A workplace where women feel safe speaking up is essential for true empowerment. Psychological safety in the workplace plays a critical role in fostering trust and accountability, yet research from the U.S. Equal Employment Opportunity Commission (EEOC) suggests that up to 75% of workplace harassment incidents go unreported—often due to fear of retaliation, lack of clear policies, or pressure to downplay concerns. Psychological safety is one of the most crucial aspects of workplace empowerment. 

To ensure women feel safe enough to speak out and report discrimination and harassment of any kind, companies can:

• Implement anonymous, confidential, and safe reporting systems
• Develop clear zero-tolerance discrimination and anti-harassment policies
• Ensure policies are followed
• Regularly review complaint processes to ensure they’re working as intended
• Provide bystander and leadership intervention training 

When employees trust that their concerns will be taken seriously—and that action will be taken—workplaces become safer, more inclusive, and more equitable for everyone.

Support women’s mental health to foster long-term empowerment

True empowerment goes beyond career success—it includes prioritizing mental well-being. Research from the American Psychological Association (APA) shows that women report higher stress levels than men, making mental health support a crucial factor in workplace equality. Providing resources like therapy and stress management programs can help women in your organization build resilience, maintain productivity, and achieve work-life balance.

Empowering women in the workplace is a holistic process. It means supporting emotional well-being alongside career advancement. Talkspace makes it easier for businesses to provide confidential, flexible, and affordable online therapy, helping women manage stress, reduce anxiety, and navigate professional challenges with confidence.

Creating a supportive, gender-inclusive work environment isn’t just an ethical obligation—it’s a business imperative. Organizations that implement the strategies outlined here foster workplaces where women can thrive, both personally and professionally.

To celebrate and honor Women’s History Month, commit to tangible actions that drive gender equality. Take the next step in workplace transformation—prioritize the well-being and success of the women in your workforce. Request a demo today to learn how Talkspace can support your efforts in supporting women in the workplace.

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Sources:

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