Breaking Down Barriers and Inspiring Inclusion Amidst all the chatter of diversity and inclusion initiatives, organizations are increasingly striving to present themselves as progressive, inclusive environments where women flourish. Yet, be…
Amidst all the chatter of diversity and inclusion initiatives, organizations are increasingly striving to present themselves as progressive, inclusive environments where women flourish. Yet, beyond a surface-level inclusion that often only extends to hiring, the reality for women has not changed significantly. What remains when you mute the chatter paints a not-so-pretty picture of how far we still need to go.
The different positions I've held as a woman leader in fields dominated by men have offered me a unique point of view that highlights issues not only at the ground level but also at a leadership level. The question remains: Despite studies having demonstrated, time and again, the benefits of a diverse workforce, why do organizations fail in bridging the gender gap? Research has shown the benefits of integrating gender considerations into male-dominated industries, which ranges from greater innovation and productivity to increased economic benefits. Even within the power sector, where women account for a significantly low percentage of the workforce, women have demonstrated their ability to transform the sector in their roles as entrepreneurs, innovators, and leaders. Despite this, the numbers still show great gender disparity in the workplace. So what can we do as leaders to shift the narrative?
The Power of Honest Conversations
It is difficult to enact any real change when we fail to understand what the challenge is and what its underlying causes are. The solution lies in engaging directly with women themselves. As simple as it sounds and just as impactful. It is only through meaningful conversations with women across different sectors at different levels that we can begin to understand the unique challenges women face in their workplace. Throughout my career, I have had the opportunity to connect with incredible women across all walks of life. Their insights have shed light on how I can do better as a woman leader paving the way for others and how organizations can create truly inclusive, safe spaces. The stark reality remains that even individuals who pride themselves on their progressive values and advocate for women's equality often harbor unconscious biases that undermine their efforts. The first step towards progress is acknowledging the existence of these unconscious biases within ourselves and our communities. It necessitates a commitment to self-education and fostering awareness among others, empowering us to actively dismantle these biases and mitigate their impact.
Change Starts with Education
The power of education when it comes to changing mindsets is unparalleled. Crafting inclusive policies will turn out to be ineffective when the people responsible for ensuring its implementation operate with a biased mindset. Organizations should provide easily accessible education to leaders, managers, and all employees alike that sheds light on the lived experiences of women and promotes the benefits of creating an inclusive space for all. This education should address the seemingly small actions that carry a lot of weight in the fight for equality, such as the use of gender-inclusive language. The learning should drive home the fact that we all carry biases that negatively impact the working environment for our female colleagues, and should provide information on what steps can be taken to unlearn harmful perceptions and biases.
Unseen Hurdles in a Woman's Career Path
While we have made some leaps for women in the workplace, we still have a long way to go until we achieve true equity. Women are disproportionately being pulled into family responsibilities, taking on a majority of the housework and childcare while still pulling their weight at work. To create an environment that truly supports women, the organization's policies should reflect a deep understanding of the cultural and societal hurdles that stand in the way of a woman's career journey.
Globally, over 80% of single-parent households are headed by women. Even in co-parenting situations, women are significantly more likely to take time off work to care for a sick child. This is in addition to the hours spent every day tackling more housework and childcare in comparison to their male counterparts. For women to excel at work and receive the same opportunities as their male colleagues, company policies should challenge gender-based roles and encourage men to fulfill their parental responsibilities. Today, many ground-breaking organizations offer equal paternity leaves and a more flexible working environment to both men and women, thus doing their part to level the playing field for all. Such inclusive policies allow for a better work-life balance and encourage women to chase their career ambitions, thus rebalancing the scales over time.
Redefining Leadership
While gender-neutral hiring policies are incredibly important in getting women in the door, a pattern that is evident across organizations is that most of these female employees hold lower-level positions. As you move to the upper tiers of an organization, the presence of women becomes increasingly scarce. This means that the decision-makers who hold the power to inspire inclusion are those who do not fully comprehend the depth of women's issues. To change this, it is important to invest in the growth of the women in your organization and develop a training program that challenges traditional notions of leadership and prioritizes a gender-neutral outlook.
History is testament to the fact that women's voices are often drowned and their contributions unrecognized. Organizations should monitor the dynamics of group meetings and discussions to ensure that women are valued, heard, and get the credit they deserve. Moreover, when there are very few women in leadership roles in an organization, those at the top are under high scrutiny, with every action being judged under a critical lens. The pressure on these women is immense. Any misstep or failure can be unfairly attributed not just to them as individuals, but to their entire gender, reinforcing harmful stereotypes and biases. As a result, these women often feel compelled to conform to risk-averse, conservative leadership styles. With a nuanced understanding of this impact, organizations must actively work to dismantle systemic barriers that hold women back from reaching the highest levels of leadership.
Supportive Networks That Empower Women
Companies should encourage women to build communities where they can come together to share experiences, provide feedback, and offer emotional support. When women find themselves in environments where they are outnumbered by men or face gender-specific obstacles, having a community of peers who understand their struggles can be incredibly empowering. In my own experience, these connections have proven to be especially important when discussing sensitive topics such as gender bias or reflecting on my personal leadership challenges. Having a supportive community to turn to has made all the difference for me. Moreover, feedback from peers who understand women's experiences and challenges can be instrumental in both personal and professional growth, as women learn from each other's experiences and perspectives.
In conclusion, it is imperative to recognize the multifaceted challenges women face at the workplace and the collective responsibility that we, as leaders, hold in addressing them. It is by fostering inclusive environments, challenging unconscious biases, and providing support networks for women that organizations can pave the way for meaningful change.
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