Is there Equity In Professional Development?
The future of work is now a priority for many businesses as they consider the sustainability and skillset requirements needed to keep their workforce relevant. As attitudes towards what tasks need doing change, we must look beyond traditional stereotypes or biases when assessing an individual's potential in this field. Rather than just focusing on job titles - Admin Assistant, Personal Assistant, Executive Assistant, Busines Partner, Business Manager or the myriad of titles that exist - what matters most are attitude shifts, which will show how qualified someone feels about taking up any given challenge.
In this context, the lack of career growth opportunities is one of the most significant gaps that many administrative and executive support workers face in their careers. Limited opportunities for advancement, limited resources available to support professional growth, and even unconscious biases against this cohort within an organisation are contributing factors. This equity gap on the individual level can be devastating, resulting in feelings of stagnation, frustration, and unhappiness at work. On the organisational level, it can have a negative effect on productivity levels and overall worker satisfaction.
This is an issue of inequity in the workplace that requires attention. Many administrative assistants lack access to training or career advancement opportunities because they are often not seen as "important" work roles. The result is a cohort that continues to be inadequately supported and underutilised.
Addressing this inequity has been difficult due to the wide-ranging executive support skillset. But HR professionals have the ability and resources to assess their admin teams' capabilities and provide adequate skills enhancement, which is in touch with the needs of this uniquely and broadly qualified professional.
The avenues for development for this cohort, while available through conferences, one-and-done courses and a host of other options, often fail to address the business needs, skills gaps and relevant knowledge required to meet organisational needs and professional growth. Consequently, those admin professionals who do receive opportunities for career development are unable to validate or quantify the learning undertaken to more readily illustrate their value and pave the way for further L&D support. Selecting the right training is critical but stakeholder support is fundamental.
Addressing this longstanding inequity for executive, personal and administrative assistants is crucial as organisations are working out how to leverage their talent pool to drive business growth and productivity.
With DEI a growing focus for leaders, the inequity of professional development opportunities in the case of assistants needs attention. Providing focused training courses and facilitating career planning discussions can help level the playing field and ensure that all employees have the opportunity to succeed.
Administrative professionals have unique skills and therefore require their own KPI criteria to measure the capabilities that would allow them to reengage and reinforce latent attributes and competencies.
This is where HR managers can step in to help directly address some of the critical challenges facing this vital group of employees. In doing so, they can also help build a more sustainable and effective workforce for the future. With proper internal support and guidance, admin professionals can achieve more significant equity in their careers and contribute even more effectively to organisational success.
You can increase equity for administrative professionals in your organisation by doing the following:
Actively reviewing administrative teams' capabilities and development requirements
Including diverse & cross-level representation when planning development programs
Offering equitable resources and benefits that include professional development opportunities
Defining and developing a structured career path within the organisation and ensuring there is broad stakeholder representation in the development process
Key takeaways :
Equity in career development is a challenge for many admin professionals, who often feel invisible and unheard.
HR managers can play an essential role in helping to address these issues by providing focused training courses and facilitating career planning discussions.
With the right support from HR managers, admin professionals can achieve greater equity in their careers and contribute even more effectively to organisational success.
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