Significant energy has been invested in how women can ‘fix’ their deficits, whether it’s through confidence training, leaning in, developing assertiveness skills or dealing with Imposter Phenomenon.
However, change needs to come not by ‘fixing’ women -there is nothing wrong with women- but through seismic changes to workplace culture and to organisational structures and processes- and for men taking responsibility for their behaviour.
A quick glance at the Gender Pay Gap data reveals that significant differences in pay remain. And they have worsened during COVID. Boardroom representation is improving; 2022 shows women make up nearly 40% of FTSE Top 100 top table roles. However, a derisory 8% are CEOs.
As a starting point, I propose that recruiters address male workplace behaviour, rather than sending women on confidence training courses. Confidence does not signify capability. There are plenty of mediocre men in senior roles illustrating that perfectly well.
Emma Duncan in a ‘Times’ article suggested that men should attend humility training courses. She says ‘It’s not the women who need confidence training, it’s the chaps – the 10% who take up 90% of the airtime- who need humility training. Men should be taught not to interrupt…that the sound of their voice is appealing only to them. Loudly repeating points other, quieter people have already made is not useful.’
I think Emma is being generous. In Higher Education I would suggest the eligible proportion is quite a bit higher than 10%. These behaviours undermine the self-confidence of others and discourage subsequent contributions. If it’s only men’s views that are heard, then an organisation’s ideas and viewpoints are not proportionally represented. Meetings simply become an echo chamber for the loudest, but often not the brightest ideas.
Inspired by Emma’s suggestion I have designed a tongue-in cheek Humility training course.
Men- Know Your Place.
Always rushing to fill a void in the conversation? Enjoy the timbre and resonance of your own voice more than listening to others? Like to indulge women by nodding patronisingly when they speak and then taking credit for their suggestions by repeating them back as your own? Like to take all the space and those of others around the table? Skilled in the art of interrupting others? Then this is the course for you!
Develop your self -awareness and improve your contributions and those of others. You will be assessed (we know you can’t resist a competition!) by others observing and recording your performance in a meeting against the following criteria.
The number of people in the meeting will be divided by the number of minutes available. Each person is made aware of their respective time limit. If a buzzer goes off and you are tapped on the shoulder, your time is up and you must stop speaking for the duration of the meeting.
Points will be deducted for the following:
- Interruptions
- Continuing to talk over female colleagues while they are trying to make a point
- Belittling or disregarding contributions made by female colleagues
- Unnecessary use of jargon to baffle
- Making irrelevant points in order to attract attention to yourself while not adding anything of value
- Mansplaining*
You will gain points for:
- Encouraging contributions from female colleagues
- Actively listening to what they and others say
- Recognising and endorsing valuable suggestions from female colleagues
- Challenging male colleagues for any of the behaviours from the first list
After the meeting, you will review your video performance with a coach. They will share your scores with you and develop an action plan of areas for improvement. A follow-up observation will take place a month later and the process repeated. Your scores and feedback on areas for development will then be shared with your line manager. If improvements are not made- though we are confident they will be- you will be required attend the course until learning has become fully embedded..
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Future posts will explore what organisations should do to address the gender pay gap. Women must not be required to do the heavy lifting alone.
*Image credit: Kim Goodwin
Hi Anne – its clear that your talents are wasted here – you need to be out there contributing to radical training design. Here are some obvious gaps in the market where you could make a difference:
Clarity training for auto engineers – how to explain car woes to intelligent women
Tidiness training for domestic engineers – how to install plumbing, wardrobes, kitchens and boilers and leave your customer’s house sparkling
Gazing retraining for gym hunks – how to pump iron and choose a new focus of your attention other than the female forms around you
Safety training for travellers – how to recognise the difference between an empty train seat and one occupied by a woman
Mathematics for hand dryer installers – how to correctly measure the average height to a woman’s elbow level
Shelf stacking for retail – how to recognise items bought only by men and place them on the top and bottom shelves so women do not need to bend down or reach up when shopping
I think that could be a good start…..
Brilliant suggestions Sue- we could have fun as a double act!