Visibility in the workplace isn’t just about being present—it’s about making an impact. Yet, many women struggle to have their ideas recognised, their contributions valued, and their voices heard. The Womxn’s Association of Verizon Employees (WAVE) at Verizon is dedicated to changing that by empowering women with the tools, confidence, and support to step into the spotlight and advance their careers.

1. Why do you think visibility is such a key factor in career progression, and what barriers do women often face?

It is crucial to make your accomplishments, skills, and expertise visible to those who can influence career advancement opportunities! This may involve lateral moves, promotions, or assignments to critical projects. Increased visibility enhances your likelihood of being considered for challenging projects, leadership roles and salary increases.

Women have more difficulties talking about their achievement which they consider as a “normal” accomplishment as part of their role. They feel this is about “bragging” about what they have done, but you can talk about your accomplishments in a structured and constructive way.  Leaders will not only see what you have accomplished, you make it easier for them to consider or sponsor you for new opportunities.

2. What are some simple, everyday ways women can make themselves more visible in the workplace?

Women can increase their visibility through several avenues such as:

• Active Networking: Building a strong network, both within and outside your organization, is crucial. Internal networking can help you expand your connections, uncover new opportunities, and gain a deeper understanding of the company and its various roles.
• Self-Promotion: Highlighting your accomplishments, sharing your work, and demonstrating thought leadership can enhance your visibility and reputation.
• Mentorship and Sponsorship: Seeking out mentors and sponsors who can advocate for your work and provide growth opportunities can be invaluable.

3. Many women struggle with self-promotion. What advice would you give to those who find it uncomfortable?

To help them in their self-promotion, women need to leverage other women who can help them and mentor them on how to drive their self-promotion.

They also need to identify their strengths, specific accomplishments and make sure to present them concisely.  This helps leadership and sponsors to reuse this accomplishment when speaking about them with other leaders!

Women should also focus on building their personal elevator pitch and practice in a safe environment (with a mentor, other women etc..) and at any opportunity that may arise.

4. How can women ensure their ideas and contributions are recognised in meetings and group discussions?

The key words are “Be Bold” and “Have a Voice at the table”.

It is also important for women to identify their strengths and nurture them at all times.

Women need to take all relevant opportunities to express their ideas and contribute in meetings.  If they do not feel at ease with this exercise another advice would be to join public speaking groups where they can practice public speaking and improvisation. Verizon employees have created Toastmaster groups either in person or remotely which have helped many individuals with “raising their voice”.

5. Networking is often linked to visibility. What are some effective ways for women to build connections within Verizon?

Networking is key at all levels and across the organisation within Verizon.  Not only does it help women to be visible, it also helps them better understand the organisation and build allyship at different levels.  This will help them in their day-to-day activity, discover new opportunities as well as being more visible.

There are many ways to build connections within Verizon.  For example, Verizon has put in place a strong CSR and ERG program.  Participating in those either as leaders developing activities or participating in those as members helps not only make an impact but also build connections with new people in different areas of the organisation locally and globally.  

Moreover, Verizon offers strong training programs where group activities are taking place often across organisations, which is another good way to build connections.

Finally, it is important that women consistently reach out to others outside their organisation to discover new areas and roles. Actively seeking feedback helps growth, you can even use the internal HR driven official feedback tool for this!

6. Mentorship and sponsorship can be game-changers for career growth. How can women proactively seek out the right mentors and advocates?

You are absolutely correct that sponsorship and mentorship are both vital for career advancement.

While a mentor provides support, guidance, and knowledge, a sponsor actively champions a woman's progression by advocating for her and connecting her with valuable opportunities. Mentors are often found through formal programs, whereas sponsors are typically "earned" through consistent demonstration of competence, reliability, and trust.

Women should proactively seek out both mentorship programs and potential sponsors who can support their specific career goals. Remember, a sponsor's ability to advocate for you "when you're not in the room" is invaluable.

To identify potential sponsors, leverage your existing network and consider stretch assignments or volunteer roles that showcase your skills and expand your visibility. Strong performance, reliability, and setting yourself apart from your peers will also attract potential sponsors.

When seeking a mentor, clearly define your development goals and what you expect from the mentorship relationship. Outline your commitment and the specific areas where you're looking for guidance.

7. Imposter syndrome can hold women back from stepping into the spotlight. What strategies can help overcome this?

Imposter syndrome is a topic that often comes back.  Building self confidence in one’s accomplishment and being in the right place and on the right journey is key.

Individuals can try several strategies to overcome such feelings such as:

• Challenging negative thoughts and asking oneself if there is evidence supporting those thoughts of not being good enough or in the right place and looking for evidence that contradicts them.
• Focusing on one’s accomplishments by listing all of them being small or big.
• Focusing on the strengths one’s bring to the table as opposed to focusing on the shortcomings
• Practicing self-compassion in treating oneself with the same kindness and understanding that one would offer to others who are doubting or struggling.
• Acknowledging and celebrating own successes whatever form it may be and do not downplay them or attribute them to luck.

8. What can managers and leaders do to help elevate and amplify women’s voices in the workplace?

There are many ways managers and diverse leaders can help amplify women’s voices in the workplace.

• Support them actively in their development though women must remain leaders of their own development.
• Actively listen, and create space for them to speak by encouraging women to share their ideas and experiences when possible, such as in senior management or executive meetings, round tables with other executives etc...  
• Mentor and sponsor women by offering them guidance and support in their field, and advocate for their achievement and advancement.
• Open doors for new initiatives, leadership activities and leadership trainings 

9. Are there any Verizon initiatives or success stories from WAVE that highlight the impact of increasing women’s visibility?

WAVE has concentrated in developing women’s skills and advancement at all levels of the organisation.  This is done also in allyship with men and other ERGs within Verizon.

Verizon has a constant drive-in celebrating employees’ accomplishment in many ways.  ERGs such as WAVE also enable through its action to increase women’s visibility.  Many activities allow women to develop their self-confidence, build their leadership and therefore allow them to be more confident and be more visible through their actions.  For example, WAVE collaborates with the Talent Management team who drives the WoW program.  This allows women to be taken through a program where they can explore their inner genius to create balance, define boundaries, and achieve breakthroughs.  This allows them to truly pursue their goals.

10. If women could take just one action today to start being more visible at work, what would you recommend?

Women need to be Bold in their action, in having a voice at the table and in widening their connections.  

It is key they define their goals and embrace personal and talent development programs that will help them grow, develop and through actions, develop their visibility.

Women need to make their achievements known and visible to their leadership and the sponsors they select.