Lisa Olsen

A recent post highlighted a frustrating reality for Executive Assistants: being excluded from key business events due to outdated policies. When an EA is treated as “less than” the leadership team, it not only devalues their contributions but also weakens team effectiveness. Participation in strategic discussions helps EAs anticipate challenges, build relationships, and enhance their skills—benefits that directly impact the business. Yet, many face exclusion, unclear career paths, and a lack of development opportunities. It’s time to challenge these outdated perceptions and ensure EAs receive the recognition, inclusion, and growth opportunities they deserve.

Administrative roles, overwhelmingly filled by women (98%), have long been undervalued due to gender biases that associate them with “women’s work.” This perception leads to exclusion from key meetings, limited career progression, lower pay, and restricted access to professional development. Studies show that administrative professionals earn significantly less than their male counterparts, face fewer promotion opportunities, and are often overlooked in strategic decision-making. To change this, we must openly discuss and challenge the biases that devalue administrative work and advocate for the recognition, respect, and opportunities these professionals deserve.

The gender pay gap remains a pressing issue, particularly for administrative professionals. Many women find themselves earning significantly less than their male predecessors in similar roles. One key reason is that women are statistically less likely to negotiate salaries compared to men, leading to long-term financial consequences. Advocating for fair pay and preparing for salary negotiations is essential in closing this gap. Utilizing tools like the Global Skills Matrix can help administrative professionals understand their market value and push for equitable compensation. By fostering open discussions and supporting systemic change, we can work toward more inclusive and fair workplaces.