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Achieving a Month of Somedays

The synergy runs deep. Both launched in 1987,  WTS-LA and Women’s History Month (WHM) also fight for women's advancement and recognition. Though our mission is transportation-focused and WHM addresses national acknowledgment, both WTS-LA and WHM seek to correct a profound historical injustice. But WHM contributes a unique temporal element. It forces us to stop, reflect, and examine how successful we have been in our joint missions. Fortunately, the news is pretty good. Many varied measures indicate that WTS-LA and WHM are having a great effect. Things have changed, and women now find themselves in positions of power around Los Angeles, the nation, and the world. Not sure? Consider this.

According to a recent Economist article (3/6/24) “More women are getting on onto corporate boards. Good,” the European Parliament now requires that at least 40% of non-executive directors at large firms must be women by 2026. And the UK already achieved this in 2023. In Japan—where only 18% of directors are women—the government will now require that 30% of big business directors be women. Throughout the OECD (Organization for Economic Co-operation and Development) women currently hold 33% of directorships. That’s pretty amazing. But the news gets better. In France, New Zealand, and Norway, the number hovers close to 50%! Okay, great! So, what about the US?

In the Economist’s “Glass-Ceiling Index,” the US ranks 22nd out of 29 countries, two places lower than in 2016. While that may sound less than ideal, it does not mean this change eludes our nation. In fact, quite the opposite is true. According to the Weisberg Center for Corporate Governance, “The percentage of female directors continues to rise” in the US, and S&P 500 firms grew their share of female directors from 23% in 2018 to 32% in 2023. Other measures confirm these increases across the board. So, good things are happening here, as they should. But why is this so important? Why do women deserve a seat at the table? It’s important to step back and ask the basic question, particularly at a divisive time in our country.

First, the moral case is clear. While women and men are most certainly different in many ways, those differences do not equate to unequal strengths and abilities. Yes, we tend to think and do things differently than men do in most cases. That does not make our outlook, perceptions, philosophy, abilities, and style any lesser. We deserve fairness. But that’s not just opinion. Facts actually bolster the case. So, assuming we’re all on board for moral reasons, let’s look at the business rationale.

In 2020, McKinsey concluded that companies in the top quartile with gender diversity on their boards were “25% likelier to outperform their industry average.” Studies have also shown that simply having a female boss can boost a firm’s share price and price-to-earnings ratio, largely because of leadership style. Finally, when interviewing directors at 200 large European and American firms, researchers at UC Irvine and the Copenhagen Business School  found “that women are consistently better prepared for board meetings, had better attendance rates, and were more willing to ask probing questions.” So, ultimately, the news is very good. And a multitude of global statistics further strengthen the case for gender equality. So, what does this all mean for us now today?

When things are going well, it’s easy to become complacent. Hey, if the problem is being solved with what we’re doing now, why change? Well, there are several reasons. First, what worked yesterday might now work so well today or tomorrow. So, while we should certainly continue the fight, we must step back and reexamine how well our current strategy works. If it needs updating, that’s the precise time to become inventive and inject even more energy and creativity into what we do.

Next, we need to reset our goals each time we achieve a milestone. We don’t want ever to waste time and undershoot potential objectives. Partial equality is not equality. So, any process of reflection and reevaluation must include a strategic look at exactly what we want and how to achieve it.

Finally, we must always keep an eye on the future by realizing what our work means to the next generations of women and men. We want to normalize seeing female CEOs and leaders being interviewed on television, online, and on podcasts, as that makes an indelible impression on young women and men, demonstrating that women lead, are smart, and are deserving. And that’s what makes WHM and WTS-LA so important, vital, and effective.

Yes, Women’s History Month and WTS-LA have much in common. The synergy runs deep. But Women’s History Month has a clock on it, particularly this late in the month. So, take a moment before WHM soon ends. Recognize a woman or man you know who has helped make a real difference to support women and their advancement in transportation and the world. Acknowledge them and thank them. Make them understand that you know they have contributed significantly. Then, think about what you can do to get ready for next year’s Women’s History Month.

Heather Anderson, PE | HNTB

WTS-LA 2023-2024 President