Key Takeaways:
- The confidence gap refers to a woman’s belief that her abilities are overshadowed by those of a man. This gap typically occurs within the workplace.
- The confidence gap is not a myth. Studies show that women are typically less confident than men.
- Companies can help eliminate the gender gap in many ways, including offering flexible work policies and mentorship programs.
Everyone has their own perception of how they portray themselves and perform in the workplace. However, when it comes to men and women, it has been shown that women typically perceive themselves as less confident in the workplace than their male counterparts. A study conducted in 2019 by NBER found that women consistently underestimate their abilities within the workplace even though most women are capable of the same abilities as men. These findings are what is referred to as the confidence gap.
Below, we will delve into what the confidence gap is and why it is an obstacle for women. We will also explore how companies can create an equitable workplace for all employees.
What Is the Confidence Gap?
The confidence gap is like an invisible barrier that affects how confident we feel about ourselves and our abilities, especially in the workplace. It can be seen especially between different genders. A person’s level of confidence can be attributed to many factors, including expectations of society, our own experiences, our culture and more. Understanding this gap and recognizing what companies can do to level the playing field is essential to breaking the barriers of gender gaps.
Why Is the Confidence Gap a Problem?
The confidence gap is a concern because a lack of confidence can hurt a person’s professional development. When women lack a sense of confidence in their work, it can limit their ability to reach their full potential, which can be harmful to advancement opportunities. With women still being underpaid and not promoted as quickly as their male counterparts, this gender pay gap continues to be a compelling issue. It is crucial for corporations to understand why the confidence gap is a problem so they can work to address issues and move forward with solutions.
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How Companies Can Create an Equitable Playing Field
To combat gender gaps in confidence and pay, companies can take actionable steps to create a more equitable playing field. Fostering workplace equity is a great way to boost overall company performance and morale. Below, we explain some of the ways companies can create an equitable playing field.
Keep Track of Promotions and Hiring Demographics
Companies must consider and keep track of demographics in their hiring processes to create a diverse and equitable workplace. The insights they gain will help ensure a diverse workforce, which can lead to higher employee retention. Tracking employee promotions and associated pay ranges is also crucial. Companies may find that employees of one gender are promoted more often and make more money than other employees with the same responsibilities and skill levels. Keeping track of all promotions and pay can help create a more equitable workplace.
Offer Flexible Work Policies
Flexibility is a vital aspect of a workplace, as all employees have separate lives outside of work. Flexible work policies can include a remote or hybrid work environment, adjustable hours, shortened work weeks and more. Implementing flexible work policies for employees can increase morale, reduce stress and better employee satisfaction and retention. For example, some employees might have children that need to be picked up from school or taken to an appointment. Embracing flexibility promotes diversity and inclusion along with a work-life balance for everyone.
Create Detailed Descriptions of What Success Means in Each Role
Companies can set employees up for success by making the expectations and responsibilities of each person’s role clear. This information can help employees understand how to be successful in their roles and what it takes to be promoted to a higher role. Providing clear expectations helps employees gain efficiency within their roles, contributing to the success of the company as a whole.
Offer Mentorship and Leadership Development Programs
Regardless of a person’s rank, organizations should always make learning and development a priority. By offering mentorship and leadership development programs, companies can help empower women in particular to be more confident about speaking up within their workplaces. Such programs can also help foster creativity and help boost organizational morale.
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