How to Celebrate Women at Work
While there’s much to celebrate about how far women have come in the world of work, there’s still a lot to do to create gender equitable workplaces. Yes, this is a year-long, everyday challenge. But, holidays like Women’s History Month and International Women’s Day shine a light on what your organization is doing to support women at work. You’re expected to show candidates and employees exactly what you are doing to create an equitable workplace. And, these holidays are opportunities to honor the accomplishments of the women with whom you work.
Don’t miss out.
In this blog, we’ll show you how employee storytelling can bring your organizational efforts to life while celebrating women at work.
Uncover Impactful Stories
You’re likely surrounded by fantastic women at work. But do you know what personal and professional experiences have driven them to success? What challenges have they overcome? How are they making the world of work better for future generations? And what is your company doing to support these efforts?
As a culture communicator, these are the questions that uncover important stories and experiences. Here’s some themes you can explore.
The Professional Journey
“See it, be it” is a powerful concept. Some of the best employee story content inspires women who are in the exact same field, trying to figure out how to get to the next level. The more detailed you can be about one leader’s career trajectory, the more it informs and inspires the next generation.
The Personal Journey
Jeannette views her success as her family’s success, too. This is an important part of who she is, and that needs to come through in a video about her experience at Colgate-Palmolive.
“That first phone call, when I was interviewed…I shared with my parents. It was big! There were difficulties growing up…it makes them super proud to see their girl shine bright.”
Striking a Balance
You’ll want to tell the story of how that woman has succeeded, and the challenges she’s overcome. But, to really respect the topic, you must also highlight the challenges and in-balances that still exist.
Women at work who want to share their success are usually also committed to “sending the elevator back down.” They’re aware that while they may have achieved some success, there is still work to do collectively for women at work universally.
What they’re doing to pave the way for future generations is equally important to the story of their success. Leaders who use their influence to make it easier for future generations to reach their level of success and higher should be recognized and celebrated.
We like this video from Deutsche Bank, which highlights Delores’ story as a successful leader who is motivated to make it easier for future women in finance.
We also like this video from Diana at Akamai Technologies. She was the first woman tech leader in Costa Rica.
“I wanted to make sure it didn’t stay that way, that we actually built a legacy of women in technology and women leaders,” she said.
Along with other committed company leaders, Diana created a group for women in technology. Community members share their experiences while also enlisting a group of sponsors called solidarity partners.
Women Changing the Game in Traditionally Male-Dominated Fields
We love stories of women who have succeeded in traditionally male-dominated fields like finance, technology, construction, and automative. It’s not easy, but there is a lot of opportunity for them to pave a path behind them. Here’s an example we like from the construction industry.
What is your organization doing to support them?
The best culture content has your company as a character in the story. What is your company doing to support women universally, and those women you’re interviewing specifically?
We like this video from Dell Technologies, that set a huge goal for women leadership parity in 2030. The stories of women that came after their pledge show candidates the company is ready for them.
Share these stories!
Of course, you can format all the wonderful stories celebrating women for your channels, and you should share them all year long. But, it’s important that the women featured are proud of the stories they’ve told and how your company is representing them.
For example, some women don’t want to be called a “woman leader” or “woman technologist.” You’ll always want to approve the context in which you’re sharing your story, in addition to the story itself, with the person you’re featuring. Not only is it the right thing to do, and the best way to respect the story, but your employee storytellers are more likely to share with their networks if they like how they’re portrayed.
Want help? We love these types of projects. Contact us below to brainstorm of get a quote for an employee storytelling project.
Want Stories Inc.’s help starting one of these employee storytelling projects? We’d love to help.
Contact us to discuss how stories can communicate your culture.