by Marie Y. Philippe, PhD

Corporate Vice President, Culture and Organizational Effectiveness
The Lifetime Healthcare Companies

On April 12, we were once again reminded of Equal Pay Day. According to the National Women’s Law Center, American women who work full-time, year-round are paid only 77 cents for every dollar paid to their male counterparts. African-American women make only 62 cents, and Hispanic women only 53 cents, for every dollar earned by white, non-Hispanic men.

How can that be true in a time when the media sells us the success of so many women? If you ignore some key government leadership roles, the truth is that only a dozen Fortune 500 companies are run by women CEOs.

“Be prepared to accept that the rules may change as soon as you know the rules.”

Has the ceiling been cracked? Yes, some. However, sluggish progress suggests that an adaption of the rules is taking place. Many of the proven approaches that have pushed some women through the glass ceiling may no longer be sufficient as levers for incremental change for the future.

Have you or someone you know tried to break that ceiling with the traditional hammers: getting that MBA, securing influential mentors, asking for the toughest assignment nobody else wanted, working ungodly schedules, putting work ahead of family no matter what, etc.? What can women do?

It may be time for the new rules to be better understood. Maybe, but what are the rules? Here are some tips that may increase your chance for answers, while keeping gainful employment in the process.

Get safety in numbers. Identify a group of hardworking women who have their credentials and proven track records in order but have unsuccessfully used the traditional hammers.

Arrange a dialogue with the CEO. Prepare very well, with the same zeal and seasoned strategy you use when doing your best work. Carefully craft an agenda that screams the constructive desire to understand the company’s career growth rules from its ruling god. Practice the role each woman will play during the conversation.

Practice how the statistics and anecdotal information will be presented. Be clear about who is the point person on each topic, from who is most qualified to present historical trends, salary gaps, etc., to who will take notes on what topic.

Plan on having a series of meetings before you begin to understand the rules as they are. Test the rules that you are being told. Be aware that you may be fed some lines to appease you. Remain mentally agile to test, observe, record and report any disconnect you experience.

Above all, remain calm. Frustration due to impatience may at times show up unexpectedly if emotions are not kept in check. The big rule for finding the rules is to stay true to yourself and to stay on task.

Be prepared to accept that the rules may change as soon as you know the rules.

There is no telling when that glass ceiling will be broken. One thing is certain: unless some women are willing to pioneer new ideas, pushing hard for change, that glass ceiling can become concrete. Then what?

Marie Y. Philippe, Ph.D.

Marie Y. Philippe, Ph.D.

Corporate Vice President, Culture and Organizational Effectiveness
The Lifetime Healthcare Companies

Well known for her leadership contribution in corporate culture transformation through strategic diversity initiatives and organizational change management. She can be reached at [email protected].