Women in Retail

While women make up 73% of employees at apparel stores and 78% of graduates from top fashion schools, they aren’t making it to the top of their profession.

Research shows that women represent the majority of employees in the bottom and middle ranks of companies but fall far short at the Vice President level and above, including the board of directors where women only hold 26% of board seats. Parity.org brings interesting light around the progress that is happening and last year named us as one of the best Companies for Women to Advance:

How a company can foster inclusion:

An inclusive workplace is free of microaggressions, harassment and discrimination. Successful companies set the example by establishing and enforcing clear policies related to discrimination, harassment and retaliation.

How a company can close the gender gap for women:

1.      Make a commitment

Companies that make a public commitment are more likely to meet their goals than companies that make a private, internal commitment. Set specific goals for achieving gender parity for all women and use them as KPIs at management levels (by department), at the executive level (by area) and for the overall company (monitored by the board).

2.      Recruitment strategy at senior level

The best companies have a recruitment strategy that works to eliminate bias from the hiring process. These companies hold recruiters accountable to meeting the company’s gender parity commitments. Providing a clear career path and upward mobility for women is particularly important. Make diversity and inclusion the job of every manager. Set goals for your company as a whole and by department or area of responsibility, hold leaders accountable.

3.      Sponsorship and Mentorship

The best companies ensure that it’s not just the limited number of existing female executives doing the work to help sponsor and promote women. Right now, there simply aren’t enough women at the top to fulfill all of a company’s mentorship and sponsorship needs for women in entry level through middle management positions. The best companies encourage their male executives to exhibit allyship—not just by mentoring female managers, but also through promotions, compensation increases, advocacy and networking.

4.      Policies and Benefits

Creating policies that encourages all employees to take time for their families will foster a culture where home and family responsibilities are shared—ultimately helping to unlock even more of women’s ability to succeed in their careers. Offer flexible work arrangements, which include remote work, flexible work hours, job sharing, compressed hours and part-time schedules.

5.      Pay Parity

When a company regularly monitors and maintains a pay analysis over the long-term, so the importance of pay equity and closing the wage gap is institutionalized.