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Osnaživanje, stil i inspiracija spajaju se u svakom izdanju našeg magazina.
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March 31, 2026
Are women in your workplace your biggest support system—or your biggest rivals? And what are you to them? Here are practical strategies for empowering women at work.
In an ideal world, the moment you walk into the office, you could count on the support of other women. We all go through the same cycle of being questioned, having to prove ourselves, and overcoming the obstacles that gender inequality puts in our way. Unfortunately, expectations and reality don’t always align. Stories of female rivalry at work persist because the system that creates them persists. Still, each of us can choose to step outside that system and replace rivalry with empowerment. These strategies will help you create an environment of genuine support among women in your workplace.
It sounds obvious, but in practice it’s often overlooked. Both men and women tend to recommend candidates of their own gender. As many as 71% of women will recommend a woman for a role, while three-quarters of men will recommend a man. However, when we look specifically at managerial positions, the situation shifts significantly in favor of men. Research by Women in Research shows that leaders of both genders are twice as likely to hire a man. So if you truly want to empower women—hire them.
You know what it took to get where you are—share that with younger women at the start of their careers. Mentorship and sponsorship are key drivers of success, yet women often miss out on both. Men tend to mentor other men because of shared interests—in fact, two-thirds of men in the Women in the Workplace study reported that their mentors were mostly men. In addition, women are less likely to have mentors who actively advocate for and promote them, even though this type of sponsorship is what opens doors and creates opportunities. These disparities help explain why fewer women reach leadership positions.
Even if you’re early in your career, don’t underestimate the value of your experience—you may have just gone through what someone else is facing now. If you’re more senior, go beyond advice and use your influence to advocate for your mentee. Sponsorship is a powerful way for women in leadership to support those at the beginning of their careers.
Women tend to experience more intense self-doubt—and it’s not because we lack some special “confidence gene.” The reality is that women face an uneven playing field at work. This bias is so strong that simply changing a name on a résumé from female to male can increase a candidate’s chances of being hired by as much as 61%.
Because women’s performance is often underestimated, they have to work harder to prove they are just as capable—and are more likely to miss out on key projects, promotions, and raises. Women also tend to underestimate their own performance and are more likely to attribute failures to lack of ability. Since the workplace is often more demanding toward women—and we are harder on ourselves—confidence erodes over time.
That’s why it’s important to remember that sometimes the women around you just need a little extra encouragement. If a colleague says she’s not ready for a new project or role, remind her of what she has already accomplished and help her work through her doubts.
Successful women are often labeled in ways that quickly spread throughout the office—often without much thought. Even women can internalize these labels. So the next time you hear someone describe a woman as “bossy,” “hysterical,” or “difficult,” pause. Ask for a specific example of the behavior. More often than not, you’ll find it’s something that would be considered perfectly acceptable if done by a man. Point that out.
Constant praise without substance isn’t empowerment. If you truly want to surround yourself with strong, capable women, give them honest, actionable feedback.
While men tend to receive specific guidance on how to improve, women are more likely to get vague comments that are harder to act on, such as “Good job” or “You need more presence in meetings.” Some people hesitate to give women critical feedback out of fear of triggering an emotional response. Unfortunately, this lack of clear input slows women down—it’s hard to grow and advance if you don’t know what to improve.
Look for opportunities to give women feedback that helps them learn and grow. Don’t hold back out of fear of upsetting someone—it doesn’t help them. Whenever possible, give feedback in real time, when it’s most effective. Treat feedback as a gift, and ask for it often—you’ll benefit, and others will follow your lead.
Women are a crucial part of today’s boardrooms—but have you ever noticed where they sit? Studies show that women tend to choose seats at the edges of the room or at the end of the table, away from positions associated with status. From the very start of a meeting, they may unintentionally place themselves in a position where it’s harder to speak up.
Women also tend to get less airtime in group discussions, are interrupted more often, and receive less credit for their ideas.
Help break this pattern. Look for ways to shape the conversation. When a woman is interrupted, step in and say you’d like to hear her finish. When someone takes over her idea, remind the group where it originated: “Great idea—thanks to Katarina for bringing it up.” If you notice a woman struggling to enter the conversation, invite additional perspectives.
When you advocate for your female colleagues, they benefit—and you’re seen as a leader. Ultimately, meetings are most effective when everyone’s best thinking is heard.
We’ve already touched on the confidence gap women often face at work, as well as the lack of meaningful feedback. The same goes for recognition—women don’t hear it often enough, even though they need it.
Don’t hold back on praise when it’s deserved. Instead of communicating only what’s practical or critical, make sure to acknowledge achievements as well. Celebrate women’s strengths and accomplishments.
Recognizing strengths not only helps combat imposter syndrome but also improves retention. According to Gallup’s State of the American Workplace report, lack of recognition remains one of the most common reasons people leave organizations. Help your female colleagues get recognized for what they do best—and share their achievements widely. And don’t forget to celebrate their successes.
If anyone understands the power of connection, it’s us. Our Fempower conference is built on the idea that connecting women leads to success.
The more professionals are connected to people who can support and mentor them, the more they grow. Empower your female colleagues by introducing them to people who can help them access the resources and knowledge they need to develop.
These are the people who will inspire them to keep going when they face—unfortunately, all too often—situations where they are undervalued, undermined, or overlooked.
