In an earlier post I explored what employers can do to empower their female employees. Being a woman in the workplace can be challenging and uncomfortable, especially where women are in a minority and structurally the system and the implicit rules and biases – ‘the ways we do things here‘ -have been in place for many years and have never been challenged. My last post explored how, whatever women do and whatever stage of life they are at, that research evidence reveals that it’s never quite right. Here I provide examples of actions leaders can take take to support their female colleagues.
1. Affirm what female colleagues say in meetings.
Where women make up less than 1/2 the group, they are less inclined to voice opinions and are more likely to be interrupted by male colleagues. When chairing meetings make sure women are given equal time to contribute. Call out those guilty of interrupting or going on too long. (See also my post on Breaking the Bias: Men, know your place). Make sure you reward hard work, preparation and impact, not blagging.
2. Call it out
Call out sexism and other bad behaviour when you see/hear it. As a leader, by vocalising what’s unacceptable you are making clear this conduct is not tolerated. Simply saying “that’s not cool” may be all that’s needed.
3. Confidence is not capability
When interviewing, apply consistency in your hiring criteria. It’s often said that women are measured on capability while men are hired for potential. Men are often more confident and persuasive. Confidence is not capability– or potential performance. Focus on impact and outcomes not blagging.
4. Distribute work equitably
Make sure you share out developmental tasks fairly. Women traditionally take on more non-promotable tasks than men. As a consequence they may have fewer examples of leadership experience to draw on. Make sure non-promotional work such as note taking and attending committee meetings is shared out just as fairly as career-enhancing work.
5. Be a champion for female staff
Actively support and encourage capable female staff to apply for promotion. Women may lack confidence. They don’t lack ability. Vocalise your belief in your female staff and champion them. This will significantly boost their confidence.
Women can become comfortable in a supportive team. Perhaps too comfortable. As a leader, you’ll reap the benefits of having contented employees. However, women can become stuck. Encourage them to stretch and develop outside their comfort zone. If there are opportunities for secondments, these can develop confidence and lead to promotional opportunities as staff gain more experience and exposure.
6. Ensure your staff fit in and belong
Being the only woman in a meeting, or in a minority, can feel uncomfortable. Your female staff may have exactly the same credentials as their male colleagues. While this may mean your female employees are a good professional fit, this is not the same as feeling they belong. If your work environment is dominated by men, look for ways to make female colleagues feel equally included and valued. In meetings, actively invite contributions from your female staff. When introducing visitors to your team, introduce female staff with their job title. This can help ensure visitors don’t mistakenly assume your female staff are more junior or less well-qualified than male staff members.
Gill Whitty-Collins, author of Why Men Win at Work advises against the use of words which diminish women in leadership roles.
7. Encourage your female leaders and be an ally
It’s harder for female leaders. Emulating male leadership behaviours leads to criticism and accusations of being ‘strident‘ and ‘bossy.’ Words used to describe male leaders adopting similar behaviours are more likely to be positive, such as ‘decisive‘ and ‘clear.’ Many women have had to learn to cultivate attributes of ‘likeability‘ and ‘humour‘ in order to be ‘acceptable’ in a leadership role. That’s not every woman’s natural style. Encourage your female leaders and be an ally.
Not belonging is a terrible feeling. It feels awkward and it hurts, as if you were wearing someone else’s shoes.
Phoebe Stone
