Breaking The Glass Ceiling and Raising The Floor: Pay Equity For Female Engineers
As an advocate for women in engineering and male-dominated fields, I firmly believe in the power of understanding and demonstrating our value to reshape the landscape and create more opportunities for female engineers.
Whether you're called to champion legislative changes, organize impactful conferences and events, or support fellow women on the ground, it's important to find your lane and take action. Every effort counts, and your contribution is vital in driving progress and equality in our industry.
In the ongoing discussion about getting paid your worth in the workplace, two powerful metaphors often arise: breaking the glass ceiling and raising the floor. Both are crucial concepts, but they address different aspects of the challenges female engineers face in achieving pay equity.
Breaking the Glass Ceiling
Breaking the glass ceiling refers to overcoming the invisible barriers that prevent women from reaching top leadership positions. This concept emphasizes the need for female engineers to attain higher roles and greater visibility within their organizations. Here’s how you can contribute to breaking the glass ceiling:
Seek Leadership Roles: Don’t hesitate to apply for leadership positions. Advocate for yourself and showcase your skills and achievements.
Mentorship and Sponsorship: Find mentors and sponsors who can guide you and advocate for your advancement.
Continuous Learning: Stay current with industry trends and continue developing your skills. This makes you a more competitive candidate for top roles.
Raising the Floor
While breaking the glass ceiling focuses on top-tier advancement, raising the floor addresses the foundational disparities that exist throughout an organization. It involves ensuring equitable pay and opportunities for all female engineers, not just those aiming for executive positions. Here’s how to work towards raising the floor:
Transparent Pay Practices: Advocate for transparency in salary structures within your organization. Knowledge is power, and knowing where you stand can help you negotiate better.
Openly Share Opportunities: Push for leadership to openly share opportunities for career development, training, and stretch roles.
Supportive Policies: Encourage your organization to adopt policies that support work-life balance, parental leave, and flexible working hours. These policies help retain and advance female engineers.
A Holistic Approach to Pay Equity
For meaningful change, we need to focus on both breaking the glass ceiling and raising the floor. Here are some actionable steps:
Negotiate Confidently: Whether you’re aiming for a promotion or starting a new job, negotiate your salary with confidence. Research industry standards and come prepared with data.
Support Each Other: Create communities of support among female engineers. Share information, provide mentorship, and advocate for each other’s advancement.
Engage with Leadership: Engage with your organization’s leadership to discuss pay equity and push for systemic changes. Listening sessions are a great opportunity for leadership to learn the challenges women are facing in the workplace and within industry.
By addressing both the glass ceiling and the floor, we can create a more equitable environment where female engineers thrive at all levels. It’s about lifting everyone up, ensuring fair pay, and paving the way for the next generation of women in engineering.