The Gender Bias Challenge

Looking back to the 1970s, we know that major progress has been made for women. More women are graduating with higher and higher levels of degrees. We have more women in fields once thought of as only a male profession. We have seen great efforts in helping young girls feel comfortable and excited about careers in STEM. 

What we haven’t seen is the pay equity gap finally closing. In 1980, women earned approximately 64 cents for every dollar of what men earned. In 2025, women working full-time, year-round earning an average of 83 cents for every dollar earned by men. That number is lower for working women of color. Investment in women-owned businesses has actually decreased. According to Carta, women-owned businesses receive only 1.8% of all venture capital funding.  

The financial differences mean less money for emergency funds, less money to put into retirement savings, less money for their own health and well-being, and less overall earning power over the course of their career. All for the same work.

“Workers in the sandwich generation make up a critical—and growing—portion of the mid-career talent pool. Americans who are caring for both an aging parent and at least one child include 27% of adults in their 30s, 54% of adults in their 40s, and 36% of adults in their 50s, according to 2022 Pew Research Center data.” Forbes, January 2025

Though there are working men who are the primary caregiving decision-makers for a spouse or aging parent, the vast majority of working caregivers who are the decision-makers are women. Research is clear that working caregivers are more likely to have higher physical and mental claims costs. There are also employees who have either reduced or completely wiped out their own retirement savings to help an aging loved one with limited financial means.

In order to help those women in your workforce who are caring for children and/or aging adults, targeted education about resources and benefits can help keep them engaged.

Another initiative your company may want to consider is targeted retirement planning for those who might be solo agers. With 50% of marriages ending in divorce, many women are not prepared for the financial hit they may take that could have both a short-term and long-term impact on their financial stability.

Providing information to help address specific issues that women may experience is about addressing the specific needs of that part of your workforce. Though some may see it as not being equal treatment, it’s hard to argue that responsibilities and health needs can be very different for men and women. It isn’t about calling out any specific group. It is about providing the right information and education so that everyone can contribute at the same level.

• Many companies now have parental leave policies. Consider making it a care leave policy to support those employees caring for aging adults.
• Review how many qualified women are getting promoted as well as those who leave the company in their mid-30s or early 50s. This data can help determine how big of an issue gender bias may be in your organization.  
• If you do have a women’s ERG group, ask them to share what challenges they have and what benefits might be helpful so they can stay more productive.
• Get some anonymous feedback from mid-level and higher managers on how they evaluate and promote both women and men in your organization.

It is now more than 100 years since women got the vote in the United States. However, there is still much progress to be made so that women in the workplace can be at their best at every stage of their careers. The best business case is that gender-diverse teams provide better financial results.  

How will you be helping more women in your organization this year?