Becoming aware of these nuances between men and women is important, as it can help make your communication styles more effective. For example, to get a point across to a man, state it clearly and up front. If a woman is hesitant to leverage her network to pursue a big career goal, encourage her to do so. There are also steps credit union leaders can take to drive gender equality in the workplace – here are a few recommended by Halter:

Set an example to correct unconscious bias toward women. Have you noticed that women are often talked over during meetings, or always the ones being asked to take notes, for example? Help break these cycles by asking the interrupter to let her finish her thought, or switching up note-taking duties.
Open a discussion about gender pay equity at the credit union. Seek to understand the HR department's decision processes around compensation, and work to correct any issues you find.
Encourage qualified female employees to apply for higher-level positions and commit to developing unqualified female employees for future openings. Also, actively engage male employees in discussions about advancing women.

Another thing to become aware of is how women may subconsciously be treated differently based on their familial or marital status. No, I'm not talking about discriminating against women who are pregnant or have kids – I'm referring to the opposite. Some single, childless women feel their employers give them less flexibility and bigger workloads because their personal time is viewed as less valuable than that of women who have families at home. If this has happened to you, speak up, because your life outside of work – whether it involves caring for aging parents; spending time with nieces and nephews, or a partner who is not legally bound to you; taking care of pets or pursuing hobbies – is absolutely as important as mother and/or wife duties.

Instant Insights /

Ahead, but Still Behind: Empowering Women at Work

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