So, what can companies do to level the playing field and give women equal access to development and career advancement opportunities as men? Organizations can take action by:

Removing cost barriers: Women have reported financial barriers as one of the most significant barriers to participation in education programs. Employers can remove the need to pay upfront by paying the school directly. Combining this with lower-cost education programs will open up opportunities for more employees to participate.
Offering short, non-degree options to remove time constraints: Providing a variety of programs for employees to choose from – such as certificates, boot camps, and professional certifications – will be key to the educational success of employees strapped for time.
Providing student loan support: Support for student loans is also worth considering, as female student borrowers have an average debt that is 9.6% higher than their male peers one year after graduation, which may prevent them from pursuing additional education.
Including additional support benefits to help women progress: If an employee has children, for instance, and is already balancing work and family, offering a child care benefit would help remove a major barrier to completing a program.

It's widely known that diverse companies perform better, hire better talent, have more engaged employees, and retain workers better than companies that do not focus on diversity and inclusion. As we celebrate National Women's History month, let's call on employers to ensure women have a seat at the table and work to build a culture that advances all women. In a tight labor market, it is critical for businesses to invest in bringing women back to workforce by giving them with the same access to opportunities as their male counterparts. And, for companies that do, they will find themselves leading the way for the future of work.

Special Reports /

Women aren't getting as many career development opportunities

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