"No one can make you feel inferior without your consent."
~ Former First Lady Eleanor Roosevelt
Greetings and Salutations Fellow Bloggers,
Today, I want to talk about a very important piece of the leadership ladder by addressing the fact that we often miss a few rungs. We have firmly stated and restated and restated that leaders are not necessarily born. We have addressed the fact that many personality types can make great leaders. Then why do we exclude 52% of the population by holding them back from achieving leadership positions just because they were born with two "X" chromosomes? Hey I'm a guy, so I get it! Woman are more "emotional," women "take care" while us men "take charge!" Yadda yadda yadda! The fact is, not necessarily, and even if that were true, so what!? Leadership is not a one style fits all, nor is it a one sex fits all. Women help make the rungs of that leadership ladder that much stronger.
From Cleopatra to Oprah Winfrey, women have been a quintessential part of developing human history. Women have helped explorers find their way, created the Red Cross, paved the way in aviation, have been Pulitzer Prize winning authors, prime ministers of nations, helped free slaves, educated our society, and have even explored space! This is not to mention all of the teachers, doctors, engineers, pilots, lawyers, politicians, judges, military personnel, scientists, CEO's, filmmakers, musicians, actresses, and inventors that have helped to shape our world as we know it. So women can lead, and quite frankly, they do not need our permission!
However, something is not quite right with the world in the way we determine leaders in both the private and public sectors. Women make up the majority, but receive only a scant amount of leadership roles in reality. In fact, the higher the management position, the less of them there are. One idea behind this phenomena is that we as men are just outright prejudiced towards our female counterparts. Another factor is that women sacrifice more to help raise families, and then are rewarded by missing out on the chance to show just how great they can be.
The problem is that women face the proverbial, but very real "glass ceiling" or have to negotiate the "leadership labyrinth." What the heck is that, you might be saying to yourself. It's best explained with an example. If you are a woman reading this, and you decide to say have a child, and you take advantage of your absolute right to parental leave, you face the very real possibility of losing your job, coming back at lower/lesser position, or having to "reestablish" yourself within your place of work. As men, we don't face that problem. In the comic above, women who take advantage of leave also suffer a wage gap difference as compared to their male counterparts.
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Eleanor Tabi Haller-Jordan delves further into gender bias in her TedTalks video below:
So how do we solve the issue? I don't have the magic wand to solve this issue, but I do have some ideas. The very first thing we can do, especially as men, is understand that we have biases. In order to do so, we need to challenge ourselves by role playing, asking tough questions of our beliefs, and to test ourselves. One such test, the Gender-Leader Implicit Association helps one to identify their gender biases. Another thing we could do is to go out and find potential female leaders. Think about this. Companies and public organizations make concerted efforts to go out and recruit minorities, but we often do not make the same concerted effort to find females to fit leadership positions. Thirdly, we as men need to have an open mind and stop trying to compartmentalize what role in society women play.
What can women do to help solve this issue? Again, no magic wand, but the first and most important thing is to know that you can be a leader. It is not a man's role to tell a women that she can or cannot be a leader. Like Eleanor Roosevelt said in the quote at the top, "No one can make you feel inferior without your consent." Do not consent! Another thing is to speak up! Never sit there and "take it" out of fear of reprisal. Susan B. Anthony did not "play along to get along," nor should you. Truth be told, to really bring about the end of gender leadership discrimination, it's going to take both men and women working together to close that gap. So let's you and I close it!
Well folks, this is the last topic related blog for my postings under "Building a Leader." Next week will be my final post in this blog and I will sum it up and speak about what I learned and took away from it. Also, we will finalize our leader and say what he/she would probably be like. You might be surprised at the answer!
Until next week, take care of yourself!
Gary,
ReplyDeleteThis was a great analysis of the prejudice and bias often keeping the glass ceiling in place for women trying to reach top leadership positions. I read an article which has a slightly different take on the continued prevalence of obstacles for women. In this article from the September 2013 issue of the Harvard Business Review, the authors assert overt discrimination against women has diminished considerably, only to be replaced with “second-generation” gender bias. This form of bias is more subtle – perhaps invisible – forms of barriers arising from cultural assumptions, organizational practices and patterns of interaction which continue to benefit men to the detriment of women.
Among these patterns are: Few role models for women – since women are already underrepresented in top leadership positions, there are fewer role models for would-be female leaders to look up to; Gendered career paths and gendered work – this is related to jobs which were traditionally designed around men with wives who stayed at home, like traveling salesman and rotational or time-based promotions (such as in law enforcement and military); Double Binds – this is traits and personality characteristics which are traditionally associated with the male or female gender. Male traits are often determined to be decisive, assertive, and independent, while female qualities are nice, caretaking, and unselfish. However, leaders are expected to adopt the make qualities, but women who do adopt these qualities are considered abrasive or arrogant. Furthermore, women who maintain “feminine” qualities may be deemed too emotional or too soft to be strong leaders.
It’s a no-win situation for women as long as these biases remain in place. The authors of this article offer a number of suggestions for dealing with these preconceived notions. Of these, the most practical they offer for dealing with these second-generation biases is to teach men and women alike what they are so we can be on the lookout for them. Only when we recognize them can we ever hope to change them.
Great job, Gary on the entire blog!
Dan
Ibarra, H., Ely, R.J., & Kolb, D.M. (2013, Sept). Women rising: The unseen barriers. Harvard Business Review. Retrieved from https://hbr.org/2013/09/women-rising-the-unseen-barriers
Excellent post, Gary!
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