Aurum
Download

Women's Career Advancement

A practical plan for advancing as a woman at work: pay and promotion checked, office housework cut, sponsors earned, bias handled with evidence and parental leave or menopause managed without losing momentum.

Free · Mac (Apple silicon) and Windows · v1.0.0 · Other platforms

Then open the Marketplace in the app, search for Women's Career Advancement, and click Install. It goes into your own files, and works offline from then on.

What it installs.

1

Pillar

1

Area

50

Projects

203

Starter tasks

🧭 Career Growth

Women's Career Advancement

Advancing as a woman at work, from negotiation and sponsorship to navigating bias and parenthood without losing momentum.

  1. Two-year advancement direction as a woman in your field
  2. Pay position check against market and male peers
  3. Unwritten promotion criteria for the grade above yours
  4. Map of mentors, sponsors and peer allies
  5. Office housework audit of your last four weeks
  6. Gendered language audit of past performance reviews
  7. Workplace policy pack for women's working lives
  8. Visibility map of who knows your work
  9. Choosing a women's network or employee group
  10. Monthly sponsor and senior stakeholder touchpoint
  11. Weekly credit check on shared work
  12. Office housework quota and rotation
  13. Weekly meeting preparation to hold the floor
  14. Quarterly pay and progression check
  15. Peer amplification circle
  16. Sunday household load reset
  17. Stretch assignment pipeline
  18. Yearly self-advocacy calendar
  19. Negotiating pay and scope without the backlash
  20. Scripts for declining non-promotable requests
  21. Executive presence feedback turned into specifics
  22. Speaking with authority in male-dominated rooms
  23. Self-promotion written as information
  24. Applying for roles before you meet every criterion
  25. From reliable executor to recognised strategist
  26. Asking for the title that matches the job you do
  27. Responding to a rating that does not match your results
  28. Line role versus support role decision
  29. Checking how a target employer treats women's progression
  30. Keeping promotion eligibility while working part-time
  31. Renegotiating the home load with a partner
  32. Preparing for talent review and calibration
  33. Parental leave handover that protects your role
  34. Keeping-in-touch days during parental leave
  35. First month back after parental leave
  36. Re-accelerating after the early parenting years
  37. Application for a women's leadership programme
  38. Industry award nomination
  39. Pregnancy announcement plan at work
  40. Fertility treatment alongside a demanding role
  41. Menopause and peak career years
  42. Elder care and career in the sandwich years
  43. The only woman on the team
  44. New woman manager balancing authority and warmth
  45. Sponsoring women in your own team
  46. Fair allocation of high-profile work across your team
  47. Bias check on the reviews you write
  48. Pay equity check for your direct reports
  49. Profit and loss experience for the executive route
  50. Leading a women's network with measurable results

Where it starts.

Each project arrives with its purpose, milestones and first tasks written out. Here is how the first three read.

Two-year advancement direction as a woman in your field

Women are promoted more slowly from the first management step onwards, and a common reason is that nobody, including you, has written down where you are heading. A short direction for the next two years, naming the level, the scope and the three proofs you need, turns general ambition into something your manager and sponsors can act on.

First tasks

  • Write the role you want in two years in one sentence
  • List the three proofs people in that role had before they got it
  • Note your current gap against each proof
  • Book thirty minutes with your manager to share the direction

Pay position check against market and male peers

Pay gaps rarely start with one bad decision; they build from a lower starting offer, smaller raises and bonuses negotiated by others. Comparing your pay with market data, your band and, where you can see it, your employer's gender pay gap report shows whether you are behind and by how much, before the next pay review.

First tasks

  • Find your last payslip, bonus letter and any equity statement
  • Look up your pay band on the intranet or ask HR for it
  • Collect two market pay figures for your role and location
  • Read your employer's latest gender pay gap report if one is published
  • Write down the gap and where each figure came from

Unwritten promotion criteria for the grade above yours

Research on promotion decisions finds that men are more often promoted on potential while women are asked to prove they already do the job. Comparing the written criteria for the grade above yours with what the last four people promoted actually had in common tells you which rule you are really being judged against.

First tasks

  • Save the written criteria for the grade above yours from the HR site
  • Name four people promoted to that level in the last two years
  • Note what each had shipped, led or been seen doing beforehand
  • Ask one manager who has sat in calibration whether your list is right

Make it yours.

Install Women's Career Advancement, then tell Aurum the date you're aiming for. It checks whether the plan fits the weeks you actually have.

Free · Mac (Apple silicon) and Windows · v1.0.0 · Other platforms

Blueprints are general information to help you organise your own work. They are not medical, financial, legal or other professional advice. See the Terms.