Statistics provided by the International Labor Organization show that women accounted for about 39% of the workforce worldwide in 2019. Nations in the Middle East and North Africa had the lowest percentage of women in the workforce. Nations in Europe, Asia, and sub Saharan Africa were much higher. Nepal had the highest percentage of women in the workforce, 55.6%. And in Yemen the lowest, 7.6%. In 2019, nearly half or 46% of the United States workforce were women and women also now occupy over 40% of all managerial and professional positions. Nearly two-thirds of all technical, sales and administrative support jobs are filled by women according to the United States Census. The increase in the proportion of women working grew from only 33% in 1960 to 60% in 2010. Clearly women are an essential part of the workforce and have a huge impact on the economy. Unfortunately, at least in the United States women face serious challenges in the workforce compared to their male counterparts, not the least of which is compensation. Compensation is an issue that makes many women justifiably unhappy. In 2019 in the United States, women received only about 79% of the pay that men received. And look, how can that happen? It's mainly because women have traditionally held lower paying, lower status jobs and then been blocked from advancement in the higher ones ,which is called the glass ceiling. Recent research has also shown that women with children earn less than average than women without children, whereas men with children actually earn more than their childless counterparts. This is possibly due to old fashioned thinking of men as the bread winners of this household thus needing to earn more to support their families. However, things are improving in the United States, especially for younger women. Since 2000, more women than men have graduated from college and more women are earning graduate degrees. With greater education comes greater wealth. Many experts believe young women's wages will overtake men's in the next few years. Unfortunately, the wage gap between men and women is actually increasing worldwide. Despite numerous initiatives according to the International Labor Organization, the average pay for women worldwide in 2017 was just $12,000 compared with 21,000 for men. A 43% gap, clearly there's a lot more work left to be done. Unfortunately, women are subject not just to the glass ceiling, but other barriers as well. The glass escalator is one. Women are promoted more slowly and traditional male fields and even female dominated professions like teaching. Their male peers glide past on an invisible escalator to the top. Men in female dominated jobs earn higher salaries, received more promotions and achieve higher levels within or in organizations. Some experts attribute the glass escalator in part to women's increased likelihood of experiencing career interruptions like taking time off to care for children. The glass wall, this is a barrier preventing a woman or minority from moving to a position that has a promotional ladder. In other words, instead of blocking their potential rise, the glass wall affect takes away their very opportunity for the said group to be promoted. A double bind dilemma because they're often evaluated against a masculine standard of leadership, women are left with limited, unfavorable options. Women who are strong and assertive, are viewed, domineering and abrasive. But if they aren't assertive enough, there viewed as weak, which makes it hard to get support within the organization. Another is the invisible wall. Some successful men are reluctant to mentor women because of the fear of perceived flirtation or the possible development of romantic relationships. This is reinforced by fears of being accused of sexual harassment. For many women, the main thing missing in the labor market is opportunity. Women need an opportunity equal to that of men for securing intellectually challenging employment and a chance for advancement based on their performance and capabilities. Supervisors and managers must open, not block, the way outward in terms of job scope and upward in terms of training, status, and financial opportunity for the women who work for them. A supervisor who is progressive and liberated in this way will find that all employees are more motivated and have a greater loyalty and devotion to the company's objectives. So given all these issues, should you treat men and women any differently at work? Definitely not. The principles of sound, equitable and supportive supervision should be applied equally to all workers. A person is a person. Is a person, regardless of gender, race, religion, national origin, age, etc. A good supervisor will recognize respect and adapt each person's unique individuality with the conviction that he or she will responded most favorably when treated with respect and thoughtfulness.