A few weeks ago, I was leafing through a myriad of TEDx Talks on YouTube when I chanced upon a very compelling oration on a March 2018 article, “Picture a Leader. Is She a Woman?” entitled in New York Times. This left me reflecting – aren’t leadership and success, gender agnostic? Because, personally, I have never heard competence, ability, right attitude, accomplishment, fame, or success favour a particular gender.
And why should it? Today, we are at a conjecture where equality no longer remains a lip service, especially when it comes to organizations. Providing equitable opportunities for women has been on top of the list for many organizations globally and construing individuals as individuals, and not stereotyping them by their gender remains the cornerstone of their commitment.
Now let us look at some statistics. According to a Brandon Hall research study of ‘What’s Changing for Women in the Workplace’, 55% of organizations have less than 20% women as senior leaders even now. A 2020 Mercer analysis of over 1100 organizations across the world, found that the pipeline of women in leadership is leaking.
A McKinsey report cites that companies with most women in executive positions can potentially deliver share performance and profits that are close to 50% higher than those companies with the fewest. These statistics are a clear indication that while we have come a long way as far as inclusion is concerned, the needle needs to maneuver differently in a few other aspects to bridge the gap and boost more diversification.
I was enamoured with stimulating research, which appeared in the Journal of Experimental Social Psychology, conducted by scientists at New York University, the University of Denver, and Harvard University which stated that men are more likely than are women to be seen as ‘brilliant’. However, the research also concludes that these stereotyped views are an instance of implicit bias. This is a beautiful example of how biases are actually not what we see and can be further controlled by deep diving, which perhaps will not impact the trajectory of women in corporate world.
The key to avoiding getting fixated on making such assumptions is having a crystal-clear communication that prevents its mutation and helps to course correct. As women, we need to understand that it is not only on the company and/or on society to fix this, but the employee herself is part of this equation.
Hence, women can, and should, speak out for what they need in case they face biases in the workplace. I also think it is about levelling the playing field and avoiding assumptions because that’s when equality starts. Hone the skills required to move the ladder and then go for it; be it leadership, communication, EQ, business orientation, or any other competency. It is also important for women to support and empower each other.
The rule is simple – break the bias, if at all there is any. Do not wait for someone to fix your situation. If you want it, take ownership of your outcome. I am reminded of a situation in the early part of my life when I had joined as a graduate engineer trainee after completing my Chemical Engineering. My place of posting was a remote industrial town, 1530 kilometers from my hometown. I was given a desk job first, perhaps the most viable job for any girl.
I then questioned and said why can’t I work in the field or the actual factory? I walked up to my Mentor at that point in time in the company and said – transfer me to the factory job. I still remember his stare, but thankfully he advocated for me and was my sponsor for that role which was perhaps reserved only for men.
The job was not easy amongst hundreds of male workers. Besides comprehending bauxite, refineries, and power plants in the factory; I was trying to cope with language, culture, accent, and most importantly, I was managing the whole spectrum of emotions arising in the minds of people when they saw this female working in the factory with yellow helmet and grey uniform trying to confidently jostle into an unknown territory which was never reserved for women. All I am trying to say here is that you can create your own reality, provided you have the intent.
Keeping in mind the World Economic Forum’s Global Gender Gap report 2021, which mentions that closing the global gender gap has increased from 99.5 years to 135.6 years, it becomes even more crucial to mitigate the challenges.
It is important for organizations to be an ally, mentors, and sponsors for women. Create skill-building opportunities, use AI-driven recruitment solutions, develop policies for a flexible and equitable workplace, ensure pay parity, reintegrate them after a career break, allow them to step out of the comfort zone, amplify their voices and see the wonders they create.
This will help organizations in laying a foundation for sustained success at more senior levels. While the glass ceiling may be different in different walks of life, as women, we need to step up there and make a difference!
