Ah, the topic I have been wanting to write for a long time now: Women on the leadership. There’s so many flavours out there these days: Women in technology, Women on leadership, Women everywhere. Similar to what I wrote on the diversity post are we really addressing the problem?
If companies are not diverse, the leadership of most companies is even less so: white male, likes whisky, likes golf. This is obviously a stereotype, but stereotypes serve their purpose. Companies have then realize there were not enough women on the board, in C positions or just generally leadership overall. There’s also the gender pay gap which has been shared a few times (which I believe it’s not just a women’s topic, I’m sure it might well be a minority issue too, however for the same of it I’m only focusing on the women’s topic today).
So what have we done? What we always do, find the easiest way that shows that we are trying to address the problem, and what’s that? Forcing quotas (which I wrote about a few years ago here). It goes something like this: we need to hire more women, so if there’s 2 suitable candidates and one happens to be female, that’s the one that gets the job. What a time to be female! Does that actually resolve the problem? I’m afraid not.
Why don’t we have more women in the leadership? It does require more work to formulate all the hypotesis and then determine appropriate treatment causes for them. So why don’t we have more women out there? As everything I write around here, these are my own ideas on the topic – to be taken with a pinch of salt as I am: a women, a mum and I even work in technology.
- Unconcious bias – Yes, I’ve said it. Who are we actually promoting? We typically promote those that look and behave like us. Even before we have the chance to promote anyone, we tend to surround ourselves of people with the same belives and same attitudes (those we perceive as good ones to be held in a leader). So who is going to be promoted? It takes effort to challenge our own bias and to stop and asssess where our decisions are coming from doesn’t it?
- We are wired differently – It’s just the way nature did us. Again this is stereotyping, but our brains work different ways (I’m in no way in a position to articulate my thought from a scientific point of view, but hang in there). We like different things. Even from a young age I always gave my daughter all toys and colours, while she has fun playing with cars she’s obsessed with princesses and pink even though toys are toys, she’s making her own preferences. I was actually chatting with my husband about why there’s so little female representation in the world of gaming. Well because that’s not something which ticks most of us. (I did play a fair lot of games while at uni, but the moment time is a precious resource, gaming is not my top priority whereas it’s quite high on my husband’s list). Focusing on the career aspect, I don’t believe for a second that we don’t want to become leaders, oh boy we do very much, but we don’t go for it, we tend to have more self doubt and believe we need to be doing 3 levels ahead before we raise our hands and say we want it. Men on the other hand, from the moment of having to ask a girl out, will raise their hands if they believe they are 1/3 ready for it. Again given point 1 above, this makes it harder for us to get out there and continue to climb the career ladder.
- For those that do climb it fast – you might well get the tag that you climbed horizontally. I am yet to hear such comment of a men that happens to grow fast in his career. No, he will get remarks like: “he’s really good”, “so ambitious, he made it”. For the ladies – and if it happens they are good looking – oh yes, you will get tagged wether you want it or not. While it might be true that some indeed had to climb that way otherwise they would be no climbing, it’s a lot easier for us to get negative tags.
- “She’s too loud”, “She talks too much”, “She’s bossy” – If we show exactly the same characteristics as our male counterparties again we get negative tags on our back which might deter so many of us to make our voices being heard. This latest wave of feminism is not helping either. I find myself behing far more conscious of what I say because I don’t want to be perceived as a modern feminist (it has really lost proportion out there and this is a topic I don’t even want to ever write about).
- The ones that are out there all look the same – It sounds the only way to make it to the top is to behave exactly like the men and be “aggressive” so you are perceived as strong and as an equal. Find a few examples of women leaders and tell me don’t they look just the same? Same haircut, same style of dresses, same speech. For those that do not identify with the examples they see on the top, they end up giving up because they don’t see examples they relate on the top. I am very blessed to work in a company where not only we are having around 50/50 distribution of the resources, but we have very diverse examples in the leadership. I felt like crying when the current leader of my group took over because she was nothing alike all the examples I used to see. She was humble and human and not afraid to show she was feeling nervous for taking over the role. I never had such a big smile on my face as that townhall. We need more examples because we are all different. The quote below describes exactly how I feel about it.
![](https://i.pinimg.com/originals/42/bf/25/42bf25b3d4bc2de00222557927b367a2.jpg)
- Family roles – There’s no denying, no matter which job we take not even who generates the most income, women still have the primary role to play around home and taking care of the kids. First of all it starts with the examples we grow up with and then later, with “simple” things like parental leave. Very few countries in the world properly share parental leave. I was once quite focused on my career until my daughter was born. Now I am not keen on taking too much responsability which means I will be glued to the email all the time and not spending quality time as a family. I don’t want to be a parent that pays for someone else to take care of your kids, I just couldn’t do it. Maybe when she’s a teenager my priorities will change again but overall I believe until Mums have way more support, they will struggle to push themselves out there without sacrificing their mental health or their career as it’s hard to have both.
So what do I believe the solution could be? Challenging uncouncious bias, forcing today’s leaders to assess who they want to be surrounded by. If you only surround yourself of people that think and act the same way you do you will never get innovative ideas to progress and keep on growing your business. Also, there is a lot to be done at government level to ensure parental leave can be shared as it fits each household and more support for parents who would like to put their kids at nursery but can’t afford the cost (and many times it’s cheaper if one of them stops working althogether).
Would love to hear from you. Any different thoughts?