Supporting women in the workplace beyond International Women’s Day
By Terri Martin
It’s that important time of year again when we outwardly support the women in our organisation and in our lives – International Women’s Day. But what can we do to truly support them beyond that one day? How do we ensure that support is ongoing, and equity is championed daily in the workplace?
Have you ever thought about what it’s like for women to try and speak up in a male dominated work environment, and how that shapes their communication behaviours?
I recently attended a training course with two women who came from those environments. They were loud, they interrupted and they took over conversations. When asked why, they said it was the only way they were able to be heard.
When women aren’t given equal opportunities to be heard at work, the impact ripples across the whole organisation and also affects the way women start to communicate. This isn’t a problem for women to solve alone. What if we mandated for the most vocal people in the room to talk last, to encourage their female colleagues the chance to talk first? What if meeting chairs ensured all the women were invited to share their perspective without any interruptions?
But how do we empower women to take up space and be heard, even if there’s no support in the office?
First, let’s look at the issues they face.
Research consistently shows that gendered communication dynamics disadvantage women at work, not because of capability but because of how voices are heard and valued. Studies have found that women are interrupted more frequently than men, speak less in mixed-gender groups and are less likely to receive credit for their ideas, all of which negatively affect confidence, visibility and progression (Karpowitz & Mendelberg 2012, American Political Science Review; Hancock & Rubin 2015, Journal of Language and Social Psychology).
Linguistic and organisational research also shows that women’s collaborative communication styles, while strongly linked to effective leadership, are often undervalued in cultures that reward dominance and assertiveness, creating a double bind where women are penalised both for speaking up and for not speaking enough (Eagly & Carli 2007, Harvard Business Review).
Research on inclusive workplaces highlights that lasting change requires men to adjust behaviours, such as reducing interruptions, allowing women to speak first and actively crediting ideas, which has been shown to increase participation and performance across teams (Bohnet 2016, What Works: Gender Equality by Design; Catalyst research on inclusive leadership). At the same time, communication and presentation training helps women navigate these dynamics by building vocal authority, presence and strategic assertiveness.
Targeted programs like NIDA Corporate Training’s Influential Women course helps women harness their natural strengths while developing assertive communication strategies that command attention and respect. It also builds confidence to navigate challenging conversations and presentations – skills linked to increased recognition, promotions and impact. When women feel included and heard, they are more likely to advocate for their companies and contribute fully, which boosts engagement and organisational success.
This course offers a safe and supportive environment for professional development, with cohorts of up to only 8 female participants. The course regularly gets 5-star reviews with one of our recent participants saying, “It’s so empowering and everything taught can be utilised back in the real world immediately. It’s all so relevant regardless of your job role or industry.”
If you are a woman working in a male-dominated workplace or industry or know someone who deserves to be fully confident at work, read more about Influential Women and find out about the next course in your city.
