International Women’s Day

Another International Women’s Day is upon us, which gives us the opportunity to reflect on another year of progress toward gender equality. As gradual as it may seem, female leadership is undeniably starting  to take a grip on the world of business. 42% of FTSE 100 board positions are held by women – a massive improvement in the past decade. Even outside of business, the amount of female world leaders has hit several highs in the past few years .

However, it’s not just the top 1% of a company that needs to undergo this representational shift. Any organisation is made up of leadership roles from top to bottom – senior leadership is only one level. So, while we slowly progress toward equality throughout senior leadership, it’s important that we don’t forget about the rest of the women who deserve footing on the ladder as well.

We see more and more in today’s world that brands’ revenue and reputation depend on their approaches to diversity and inclusion. While it can feel extensive, the fight toward equality within an organisation doesn’t have to be difficult. Implementing the right programs and opportunities can prime women to take on all sorts of leadership roles and ensure growth for both the individual and the organisation.

Common Issues in the Pursuit of Equality

One obstacle may be lack of training. When training resources aren’t available to upskill women for management roles, once they become available, they won’t be prepared for them. It may be obvious, but implementing these programs and encouraging women to engage with them is a surefire way for them to feel supported in taking steps to advance their careers.

Some obstacles are less systemic and more culturally influenced mental blocks. That’s not to say they’re any less real or easier to overcome – if anything, they’re more difficult to address due to their internalised nature. For example, women are more likely to feel imposter syndrome than men, so they may need pushes toward applying for roles they feel unqualified for. They may also shy away from going for roles if they believe they aren’t fully qualified, while men may throw their hats into the ring if they believe they generally fit the brief.

The fact that these limitations are self-imposed doesn’t make them less restrictive. Internal blocks can be just as impeding as legal or physical ones, and this is where encouragement is key.

The Broader Issue of Equality

The reality of the situation is that we can’t have equality in the workplace if we don’t have equality at home, or throughout our culture.

How can women act as powerful leader figures when their own bodily autonomy is in question in certain parts of the world? Why do women have a greater struggle to convince a potential employer that they can take a leadership role – are they been seen as a caregiver to her family first? Even seemingly trite issues like female protagonists in media are all part of a necessary cultural shift toward equality across all realms.

The silver lining is that the solutions to these problems can go both ways. By putting women in these positions of power, we increase the impact of their voices. More women in leadership means that there is more empathy toward the balance of home and work, more understanding toward women-specific obstacles, and more stories to inspire more women.

Ways to Level the Playing Field

While some structures are built (even if unintentionally) to dissuade women from pursuing growth toward bigger and better roles, there are actions women can take to give themselves a leg up and put themselves in the best position they can be to advance.

Remember that your role is your role – make it your own. If you are concerned a leadership role means a lot of client dinners – turn them into lunches. If there is an event, go early and don’t feel you need to be the last person to leave. Network effectively and you’ll be able to turn less time into more progress.

If you’re in charge of writing job briefs, it can help to discuss attributes and outcomes rather than hard skills. For example, rather than saying you need to have a certain level of experience, which immediately bars some people from even applying, you could include the general skills that this experience would foster, which widens the pool of applicants.

It’s also important to remember that this issue is never about men vs women. This isn’t about stealing opportunities from men to give them to less qualified women. It’s about giving everyone the same opportunities to prove themselves on an equal playing field. Women need men’s allyship and advocacy and to be working together on this journey of equity, and I am fortunate to have had  many male supporters, mentors, advisors and colleagues on my journey.

Looking Forward

As with any social movement, the goal here is to stop talking about it. The dream scenario is a world wherein a 50/50 split isn’t actively sought after, because it’s generally the average result. However, until we reach that point, there needs to be encouragement, training, and pushes to help women advance their careers and ambitions.

Author: Alice Weightman – Founder & CEO