Women in Leadership: Fighting Gender Stereotypes, Searching For A Perfect Work-Life Balance & Progressing Professionally
We live in an era where we see women presidents, prime ministers, and entrepreneurs in leadership roles standing firmly and dutifully carrying out their responsibilities.
However, the reality is challenging for women except for a few aspiring examples. Women often seem to have to work twice as hard as men to succeed in the workplace. Despite dedicating themselves to their company, women often fail to get recognized to the same extent as men. Further, when the board sits down to choose a candidate for the leadership role, male candidates tend to get the majority of votes.
Women’s capabilities appear to be questioned or critiqued more frequently.
Men are often considered controlling, domineering, and capable of getting work done. In contrast, women are perceived as warm and soft and thus incompetent to become strong leaders.
The paradox is that agentic leadership qualities are synonymous with men. These qualities include self-confidence, risk-taking, and action-oriented, which society considers crucial for a leader. If the stereotypical traits are typically masculine, it is no wonder that we see fewer women leaders.
The article will take you through gender stereotypes in leadership. We will also focus on women struggling to become recognized leaders while breaking gender barriers. Further, we will also shed light on how women can manage multiple roles and have a work-life balance.
What is Gender Stereotype & How Women Can Overcome It?
Gender stereotypes start when women are considered soft, warm, compassionate, and social. While men are considered to be strong, competent, rational, and possess decision-making abilities. Society expects women to lead with emotions such as sympathy; men are expected to lead by taking charge.
These gender-based characterizations have existed for generations. Though not all women are compassionate and not all men are dominating and actionable, society has tied specific traits to men and women.
The problem is that we unintentionally make decisions based on these perceptions. When these gender prejudices are applied in the workplace, it becomes difficult for women to get promotions, hindering their professional growth.
Some of the common prejudices about women that lead to career roadblocks include:
- The conception is that women prioritize their personal life over work.
- The misconception that women’s focus on their families will hamper their work.
- The thought women were solely responsible for managing their houses and family.
- The idea is that women are more committed to their domestic responsibilities.
- Society expects women to exhibit manly attributes in the workplace and be feminine at home.
- They expect women leaders to demonstrate dominating, actionable, and strong decision-making skills while caring for everyone.
- Women being too feminine in the workplace won’t be good leaders.
- The misconception is that women make decisions emotionally while men make decisions rationally.
These gender stereotypes are the sole reason we see many capable women in higher studies who don’t make it into leadership roles in the nation’s top corporations.
Gender Bias in the Workplace: Three Key Challenges Women Face
Women have made significant strides toward gender equality in the workplace, but major challenges remain. Here are three of the most common gender biases women face in the workplace.
Challenge 1: No credit where credit is due
Women who work on tasks typically associated with men are often overlooked or under-credited for their contributions. Men tend to receive more credit than women for joint successes, while women are more likely to be blamed for joint failures. However, women can overcome this bias by demonstrating their contributions and exhibiting high task competence.
Challenge 2: Promotions based on potential vs. proven performance
Research shows that women are held to higher standards than men regarding promotions. Promoted women have a higher correlation of performance ratings driving advancement than their male counterparts. Hence, the data points to women having to prove their worth and outperform their male colleagues to be considered for a promotion.
Challenge 3: The backlash effect: competent but bossy and unlikeable
When women behave in ways that contradict traditional gender stereotypes, they often face negative consequences. Women perceived as dominant or assertive are viewed as less likable and less hireable than men. Additionally, women negotiating for promotions are more likely to be labeled as intimidating, bossy, or aggressive than men. This bias is often referred to as the “backlash effect.”
How Can Women Overcome Gender Stereotypes?
Despite progress toward gender equality in the workplace, women still face significant challenges. To change mindsets, women can take specific actions to combat gender stereotypes.
Learn – Because Knowledge is Power
Women can combat gender discrimination by staying informed. Research shows that when callers to auto-repair shops indicated they were unaware of the cost of repairs, women were quoted higher prices than men. However, when a benchmark price was provided, the gender differences disappeared. Informed women can take advantage of this knowledge to ensure they receive fair treatment in male-dominated areas. The #SheCANics movement is a powerful example of empowering women through awareness, education, and support.
Move Confidently into Male-Dominated Areas and Speak Up
Role models are crucial in promoting gender equality and fighting gender stereotypes. Women in male-dominated environments can help raise awareness by speaking up and challenging the status quo. Advertisers are also moving into this space and actively addressing women. Women can move confidently into these areas and make their voices heard to promote gender equality.
Prepare to React
Women should be prepared to react to inappropriate or discriminatory comments. Women should understand, own the biases, and retrain their brains to overcome them. Those perpetuating gender stereotypes should bear the consequences of their behavior. Women who prepare to react to inappropriate comments can help create a more inclusive workplace.
Fighting Women Leadership Paradox
Here are five paradoxes that women experience daily at work, and they should stand up against them.
Paradox 1 – Demanding yet caring
It is a common expectation from a female leader to show actionable results while being affectionate and caring for others. Women leaders are often termed intimidating, demanding, and irritating at work if they expect a specific outcome from their team. Employees expect women leaders to be sympathetic to them. But the question is would the team members expect the same from a male leader?
Paradox 2 – Authoritative yet down to earth
On the one hand, the company expects women leaders to be authoritative, strong, and dominating. The board members want women leaders to take strict actions, speak louder, and be bold.
While on the other hand, if they show such qualities, they are often labeled arrogant.
Paradox 3 – Standing up for themselves
Women leaders must stand up for their goals and care for others. People expect them to consider everyone’s needs and progress collectively.
Paradox 4 – Maintaining a Professional Image
To be seen as a leader, women must maintain a professional image. They must project a sense of competence and authority while avoiding any behaviors perceived as inappropriate or unprofessional. They must be careful about how they dress, speak, and act around others. Women leaders must also be mindful of their body language, tone of voice, and facial expressions to ensure they convey the right message.
Paradox 5 – Developing Close Relationships
At the same time, women leaders must develop close relationships with their colleagues and team members. They should be approachable and create a supportive work environment where everyone feels valued and included. Women leaders must also be willing to listen to feedback and address any concerns. However, developing close relationships can create challenges for women leaders who must balance being friendly with maintaining a professional image.
Paradox 6 – Finding the Right Balance
Finding the right balance between leadership and relationships can be challenging for women leaders. They must project a sense of competence and authority while being approachable and creating a supportive work environment. Women leaders must be mindful of their actions and the impressions they make, continually striving to be both influential leaders and trusted colleagues. By finding the right balance, women leaders can build strong relationships while achieving their leadership goals.
How Can Women Have Work-Life Balance?
PRIORITIZE ROLES
As we adopt various roles in our lives, we need to think about what we want to achieve in each. We can start by listing and prioritizing our roles, which helps us decide which ones are most important and how we will manage them.
SMART WOMEN DELEGATE
Successful women know when to delegate work and ask for help from team members, not just in the office but also in their personal lives.
BALANCED WOMEN HAVE A FORM OF HEALTHY STRESS RELIEF
Finding healthier activities like exercise, yoga, painting, or cooking that positively impact your health is essential to relieve stress.
WORK-LIFE BALANCE IS ABOUT KNOWING WHEN TO LET GO
Decide what is important and let go of what doesn’t matter. Prioritize what matters and let go of what doesn’t.
SAVVY WOMEN TAKE REGULAR BREAKS FROM SOCIAL MEDIA
Eliminating distractions like social media helps you use your time most efficiently. Take a solid block of time daily to go off the grid and get more done.
MAKING TIME FOR YOURSELF IMPROVES YOUR WORK LIFE AND PERSONAL LIFE
Practicing self-care should be a permanent fixture in your work-life balance schedule. Listen to what your body and mind need and make room in your life for yourself.
THE MAGIC OF WORK-LIFE BALANCE FOR WOMEN IS IN THE “MAGIC HOUR”
Use the time of day when your productivity is at its peak to get as much work done as possible. Clear an hour on your schedule daily for this magic period of productivity.
A WISE WOMAN BALANCES HER LIFE WITH HER VALUES
Maintaining a healthy work-life balance is all about making room for what matters the most. Be sure that your career and life choices align with what you want out of life.
How Can Women Find Mentors In The Workplace?
Finding a mentor in the workplace can be an excellent way for women to receive guidance, support, and career advice from someone with experience and knowledge in their field.
Here are some steps that women can take to find a mentor in the workplace:
Define what you want in a mentor: Before you start looking for a mentor, it is crucial to have a clear idea of what you want from them. Consider what skills, experience, and knowledge you want your mentor to have. Think about the areas you would like to improve and the goals you hope to achieve.
Look for potential mentors: Once you know what you want in a mentor, start looking for people in your workplace who might be a good fit. You can start by asking your colleagues or managers if they know anyone interested in being a mentor.
Attend networking events: Attending networking events is a great way to meet people in your industry who might be able to offer guidance and advice. You can also join professional organizations or associations related to your field.
Reach out to potential mentors: Once you have identified potential mentors, reach out to them, and express your interest in working with them. Explain why you believe they would be a good fit as your mentor and what you hope to gain from the relationship.
Be open to feedback: A good mentor will be honest about your strengths and weaknesses and provide constructive feedback to help you grow. Be open to their suggestions and willing to make changes based on their advice.
Finding a mentor is a two-way street, and building a relationship based on mutual respect and trust is important. With persistence and a positive attitude, you can find a mentor to help you achieve your career goals.