Womenfolk are increasingly entering the corporate sector. No doubt, they have stepped out of their homes and gained a degree of financial freedom; but, respect, recognition and real power still elude them. Women are greatly undervalued at home as well as at work. They have to perform twice as much as their male peers even to be considered comparable. When equality in itself is such a herculean task no wonder leadership and positions of power have become unthinkable!
Gender parity a far cry from reality
There exists blatant gender discrimination in the top echelons of the corporate business sector. Of the Fortune 500 companies only 5% have female CEOS. Here in India, the gender difference is even more staggering, where women leaders make a mere 3.67% of the 1800 NSE listed companies. This trend is corroborated by the presence of only a handful of women in the C-suite. C-suite meaning, the elite group of Chief executives – Chief executive officer (CEO), Chief Financial officer (CFO), Chief operating officer (COO), and Chief information officer(CIO) who work together at high levels to ensure the company runs as planned). This is true not only for India and Asia but also on the global platform. Numerous studies and labor statistics support the finding.
Mass filtering of women at middle management levels
Women are better represented at the entry-level and middle management levels and constitute 40 % of the workforce. But, as they approach the senior management only 29% women hold these positions globally. And in India is a mere 17%. Almost half the women leave the workforce when in the middle management posts. This filtering has less to do with work-related issues and more to do with gender discrimination. Having lost faith that they have a fair fighting chance they just drop out of the race. With no hope of promotion or positions, all the work seems to be for nothing. Then, it is fair to lose motivation and invest in something more rewarding; an entrepreneurial venture, an NGO or home, at least there is a hope of getting something out of it! Aren’t women smart!
If a woman fails it’s because she’s a woman, if a man fails it’s a genuine mistake?
The corporate sector is not free from gender role stereotypes. Corporate boardrooms consider women in higher positions of management as risky. If a woman fails, it’s because she’s a woman. It is not risky when male leadership fails, men are given the benefit of doubt. Their failures are considered as one odd decision that must have gone wrong! As if being a man is proof enough of his abilities and competence. Whereas being a woman is a certificate for impending failure and risks. Such attitudes strip women of the freedom to take risks to avoid any ounce of failure.
Gender stereotyping is subtle
Gender stereotypes exist in subtle forms. Even when women are given senior positions they are limited to departments called female specialisms. Areas such as Human resources, communications, HPR, and tapping into the female consumer base are considered suitable for female management. Finance, marketing, operations, etc., on the other hand, are considered a male forte. 43% of women in senior management are in the Human resource departments. And as such, although it appears that some women have made it to the top their posts are stripped of real value in terms of function, power, prestige, and earnings. This is true even in board rooms where women are given non-executive portfolios which make them feel titular and excluded. Such namesake adherence to quotas, discussions in economic forums and pledges in public only end up making a mockery of the entire issue.
Having boxed into the female-oriented portfolios like communication, HR, and PR, women lack the diversity of experience which is expected from a corporate leader/ CEO. This lack of diversity in experience is a serious handicap when it comes to promotion for top positions like CEO, CFO, CIO, etc. In this scenario, women are first confined and then blamed for not diversifying their work experience. It’s a catch 22 situation and a difficult to break free.
Women miss out on the networking front
Men often bond over after office activities like drinking, sports, etc. Exchange of Lateral information and permeation of hierarchical barriers is done at such events. They also build support to further their careers through such activities. Womenfolk never get invited to such activities, invariably they get excluded from the circle and forever remain outsiders. In spite of years of hard work and exceptional performance levels they just don’t seem to be able to break the glass ceiling.
It is lonely on the top
Reaching out for support or help is seen as a sign of weakness in the male dominion. Powerful women CEOs often find themselves isolated in a sea of men. The presence of women CEOs in similar positions can make it easier for other women to be there. Women CEOs have to constantly prove themselves on account of being a woman. This is exhausting and takes a toll on their wellbeing. Eventually, women step down and get filtered out before their time.
Paucity of women role models in the corporate sector.
Also, young talent requires mentorship to do well in positions of power. But the scarcity of female leadership leaves a vacuum that is rarely filled up by male leaders. Thus young women aspiring for senior positions suffer from a lack of role models to emulate, and experienced female mentors to learn from. This leaves them anxious and in self-doubt about pursuing their ascent in the company. More often than not reluctantly they choose to drop out at this level. Men, on the other hand, do not suffer from this disadvantage; they have plenty of male role models and leaders to choose from.
Exceptional expectations!
Women are held at higher standards by society. Whether it is their language, expressions, dressing, morals, emotional displays women are constantly under the radar. This is true even at work from colleagues as well as seniors. There is an intangible expression called ‘appropriateness’ of a woman that counts when considered for promotions and team leads. People are judgmental and unforgiving with a woman’s clothes and appearance. This is not so for men. A man can show up in the same black and blue shirt and pants even for a presentation and he will be judged based on the presentation alone. Whereas a woman will be judged unscrupulously- first, for her appearance and then for her presentation. If men underwent such scrutiny they would have dropped out long ago!
Conclusion
In conclusion, women need to shed their inhibitions and self-doubt. They must actively engage in social networking to build solid connections that help them climb up the ladder. Tout their own achievements and push for their own promotions. Corporate houses must adopt gender-inclusive policies and proactively build systems and structures that support gender parity. Men in boardrooms with decision making power must bring in more women into C-suite roles. Can you imagine? What, a group of talented competent women can achieve when empowered! Only the impossible!
Penned By: Samruddhi Kokare
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