In the fight for diversity and equal opportunity for all, women empowerment in the workplace has come a long way. Competent and empowered women have paved the way to success for modern girls. But this doesn’t mean that the road has come to an end; There is room for progress. Women still face hurdles such as not having a seat in decision-making bodies and meeting sessions. In the tech industry, the Global Entrepreneurship Network found that only 16.7% of the startups in the country were co-founded by women in 2020. In 2019, the Philippine Statistics Authority reported that women only make up 40.2% of the total number of workers in the sector of information and communication technology (ICT). There is work to be done. Here are six ways you can empower women at work.

Encourage Them to Speak Up

Women need to know that a workplace is a safe place for them to voice out their ideas and opinions. Engaging them in conversations starts by simply asking them about the matter. Another encouragement would be to advocate for them, especially working mothers who may experience difficulty being heard in meetings. and McKinsey & Company reported mothers spending at least extra three hours per day on house chores about 1.5 times more than fathers during the pandemic.

Give Honest Feedback and Expectations

Awareness is a necessity for growth to bloom. Thus, feedback is crucial for women to feel more confident at work. It is also the first step in the development of their talents. Proper feedback can change the narrative that the table only gives a seat to the best woman. There are enough seats for everyone.

Mentor Other Women

With the established safety of the workplace as an avenue for opinions and ideas from everyone, mentorship comes easily. Mentorship is invaluable for ladies who seek guidance and support in their careers. And there’s no better mentor than fellow women who relates the most to the experiences of other women. The sense of similarity and relatedness fosters being validated which, in turn, boosts the confidence of women in themselves and their abilities. By discussing their job ambitions and seeking guidance on how to accomplish them, women can feel more comfortable advocating for a promotion or pursuing opportunities that can help them advance their careers. As a matter of fact, according to a study by the Harvard Business Review (HBR), 19% of women with a mentor have been promoted in the last five years. Additionally, another study by HBR reported that 68% of women with a mentor requested a raise, compared to only 48% of women without a mentor.

Moreover, being in a circle of female acquaintances leads to a positive impact on a woman’s career. There is that sense of camaraderie and community. Supporting other women opens the door to valuable resources and connections. Research has shown that women with strong networks of women at work are more likely to earn executive roles.

Support Other Women When They Need It

Marvelous women at work are not new. But there are still a lot of women working their way to success. And this is where senior executive women play a vital role. Women at this level have wider access to information on job opportunities and professional development resources. They have the power and authority to advocate for young women’s inclusion in new projects and opportunities. This is important because young women face challenges to progress. They may experience gender discrimination and bias which may lead to a lack of access to opportunities and resources. Advice and support increase exposure for ardent young ladies that eventually lead to the boardroom.

Make Women Empowerment in the Workplace an Active Goal

Women empowerment doesn’t just happen every March. It is an advocacy and a lifestyle. At work, it doesn’t just stop at posters and greetings. Brainstorming sessions and board meetings should involve women’s participation. This ensures that the plans and programs that the team executes do not leave out women. Women are familiar with the experience of discrimination against their female colleagues. In fact, United Nations reported a global underrepresentation of women in leadership as of 2021. An inferior 28% of the managerial positions worldwide and a much inferior 23% of the parliamentary seats are occupied by women. And the COVID-19 pandemic has made matters worse in this aspect. During the pandemic, more women lose their jobs or cut their work hours than men. Women have shouldered an unequal duty of caregiving, which has adversely impacted their capacity to work outside of their homes.

Thus, women’s participation in management provides perspective on these challenges, promoting gender equality. Moreover, the United Nations identifies gender equality and empowerment of all women as a Global Goal, the Sustainable Development Goal (SDG) 5. Having this goal in mind leads to the creation of a positive and inclusive work environment for women.

Keep Your Doors Open

As we mentioned, women come closer to their success when they have solid relationships and networks. It pays to simply answer questions from your women colleagues regarding a task at work or guide them to the resources they to complete that project. When additional opportunities are available for them, be sure to advocate for women.

From the HR’s Desk

Among the teams that have the upper hand in making change possible is Human Resources. With the pressing concern of unequal pay between men and women, HR can close the gap. To answer the burden of working moms who have less capacity to work outside of their homes, HR can champion roles that allow flexible work arrangements. Moreover, HR can level up their tech game to be more inclusive of women. Human resource management systems (HRMS), like Payruler, can serve as tools that reinforce the non-discriminatory hiring process through its Hire module. Payruler also has Identify and Empower modules that store appraisals and information that help leaders identify the strengths that women contribute at work.


Great strides and heights have been reached toward women empowerment in the workplace. But undeniably, there is a profound need for work on providing a safer and more inclusive work environment for women. Women have been successful at work, and their connection, support, and guidance continue to pave the way for young ones to transcend. One can’t spell empowerment without ‘we’. Progress to a better workplace happens when everyone on the team is involved. Targeting inclusivity as a goal and keeping opportunities within reach also promotes inclusivity. More importantly, HR teams are in a position to empower women through various practices and tools.