Women bring a variety of valuable skills and perspectives to modern organizations. Research has shown that companies with a higher representation of women in leadership positions tend to have better financial performance, and organizations with gender-diverse teams tend to make better decisions, be more innovative and more productive.
Additionally, women tend to have different communication styles, which can lead to a more collaborative and inclusive work environment. They also bring different life experiences and perspectives which can broaden the outlook of the organization.
Furthermore, in today's globalized economy, having a diverse workforce is also important for connecting with a wider range of customers and building an inclusive culture that allows for the best ideas to surface from any individual.
The Pink Elephant in the Room
Why then has it been difficult to have greater representation of women at the top echelon of organisations? A number of obvious factors are responsible:
1. Gender bias and discrimination: Women may face discrimination and bias in hiring, promotions, and compensation. 2. Lack of representation: Women are underrepresented in leadership positions, particularly in male-dominated industries. 3. The "glass ceiling": Despite their qualifications and experience, many women find it difficult to break through the invisible barrier that prevents them from reaching the highest levels of their organizations. 4. Stereotypes and bias: Women may be viewed as less competent or less committed to their careers than men, and may be passed over for leadership roles or high-profile projects. 5. Work-life balance: Women are often expected to prioritize caregiving responsibilities and may be penalized for taking time off for family reasons or for working flexible hours. 6. Sexual harassment and discrimination: Women may face harassment and discrimination based on their gender, which can create a hostile work environment and make it difficult for them to advance. 7. Pay gap: Women are paid less than men for the same work, and the gap is even wider for women of colour. 8. Limited mentors and sponsors: Women may have fewer opportunities to find mentors and sponsors who can help them navigate the workplace and advance their careers. 9. Unconscious bias: Women may face unconscious bias from colleagues and managers, who may not be aware of their own prejudices and assumptions. 10. Limited networking opportunities: Women may have fewer opportunities to network and build relationships with colleagues, which can make it harder for them to gain visibility and advance their careers. 11. Impostor Syndrome: Women appear to be more prone to Impostor Syndrome. 75% of female executives across industries have experienced imposter syndrome in their careers (KPMG, 2020). Resultantly, they may opt-out of salient opportunities which might have accelerated their careers. 12. Unhelpful thinking styles: Various unhelpful thinking styles exit – Maximising-Minimising (Maximising challenges and minimising own abilities to resolve them; Maximising weaknesses and downplaying own strengths); Catastrophizing (imagining the worst possible scenario as outcome of an opportunity).
Turning the table Widespread awareness of the plight of women in the workplace and concerted efforts by some organisations to turn the tide are welcome development. However, there is so much more that needs to be done including proactive and intentional steps by women folk.
Here are a few steps women who aspire to the most senior executive level of organisations can immediately begin to implement:
1. Develop a strong track record: Prove your value to the organization by delivering results and taking on challenging projects. 2. Adopt a Growth mindset: Your best days are still ahead of you. Be courageous, take risks, learn from adverse circumstances. 3. Seek out stretch assignments and opportunities for growth: Look for opportunities to take on more responsibility and show your leadership potential. 4. Be proactive and take initiative: Look for ways to improve processes and drive innovation, and be willing to take risks and think outside the box. 5. Network and build relationships: Building a strong network of mentors, sponsors, and allies can help open doors and provide valuable support and advice. 6. Seek out sponsorship: Find a senior executive who is willing to advocate for you and help you advance in your career. 7. Seek out mentorship from other female executives, they can offer valuable advice and guidance as they have faced similar challenges. 8. Engage an Executive Coach: Coaches see in Coachees what they (Coachees) may not see in themselves. Coaching can take you to uncharted waters, helping you to reach and attain the previously unattainable. Executive Coaching can help alleviate Impostor Syndrome; unblock barriers; address unhelpful thinking styles and take you out of a rut. 9. Develop a strong personal brand: Make sure that your accomplishments and value proposition are well known within the organization. 10. Get the right education and certifications: Enhance your skills and knowledge through formal education and professional development opportunities. 11. Look for opportunities to lead: Volunteer for leadership roles in industry organizations, non-profits and community groups. 12. Be persistent and don't give up: Keep pushing forward and don't let setbacks discourage you.
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