There is an egregious gender gap among CEOs. Of the top 600 companies in the FTSE 100 and S&P 500, just 33 are led by women, because women face disproportionate challenges in the male-dominated corporate world. Although huge leaps have been made toward workplace equality, the culture and institutional policies of the business community persist in disadvantaging women. This gender bias has proven particularly difficult to overcome, because it is often unintentional and invisible to those who perpetrate it.

In evaluating candidates for a raise, for instance, an executive might feel that a male candidate looks more qualified for the position, simply because others in that position have looked like him. Important business deals might be finalized over the traditional round of golf, to which women may not be invited. Men in office meetings might habitually raise their voices to talk over women, without being conscious of doing so. Fortunately, however, attitudes are changing, and there is increasing awareness of gender inequality in the workplace.

Training for Change

How can change happen?

• Education: The most important way to shift business culture is to make employees aware of their privilege and the ways they might be unconsciously perpetuating inequality.
• Gender-Neutral Spaces: The physical spaces and organizational structures of a company often contain inherent bias. Finding ways to shift a company’s practices and infrastructures can go a long way toward revising antiquated ways of thinking.
• Policy Shifts: Ultimately, a male-dominated space cannot become more inclusive without policy change. From obligating managers to consider at least one female candidate during hiring decisions to mandating equal pay for men and women in the same position, policy change trains employees to think in more inclusive ways.

As part of an ongoing project to spread awareness in the workplace, Towergate Insurance recently published an interactive data graphic to help educate executives and managers about the issue. “Is There Equality At The Top?” enumerates five training fixes to promote equality:

• Frank Acknowledgement: Training should always incorporate a frank discussion that outlines the problem of gender inequality, identifies it as a weakness within the organization and invites open dialogue about the issue.
• Designated Advocates: Having designated advocates within the organization provides an opportunity for learning and support. Women who feel disadvantaged should have an outlet for complaints and advice, while men seeking to become more inclusive should have a casual contact with whom they can discuss options.
• Ongoing Discussion: Gender inequality cannot be mentioned once and then forgotten; it must remain in the spotlight if real change is to occur.
• Proactive Policy: Rather than punishment or a culture of walking on eggshells, equality training should create a positive and open environment in which employees can learn and be heard.
• Compassion First: Training should never become combative or accusatory. Equality is an issue that must be approached with compassion.

Training by Example: Three Extraordinary Female CEOs

• Indra Nooyi (PepsiCo): An India-born immigrant, graduate of Yale School of Management and CEO of the second-largest beverage company in the world, Indra has overcome tremendous challenges to reach her present position.
• Ursula Burns (Xerox): Raised by a single mother in the New York City housing projects, Ursula is the first African-American female CEO of a Fortune 500 company. She is a tireless advocate for workplace equality who has refused to be held back by institutional bias.
• Allison Cooper (Imperial Tobacco): Rising to the position of CEO at the young age of  44, and in an industry that is notoriously male-dominated, Allison has broken down countless walls to be where she is today.

To break the glass ceiling and rise to the top ranks of the executive level requires incredible passion, talent and perseverance. It also requires mentors, advocates and the rare ability to inspire change. With dedicated commitment from all parties and the continued efforts of remarkable women, we can bridge the gender equality gap.

Jeanna Heeraman is a digital marketing executive with experience in strategy implementation, content development and recruitment consultancy.