[et_pb_section fb_built=”1″ _builder_version=”4.24.2″ _module_preset=”default” da_disable_devices=”off|off|off” global_colors_info=”{}” da_is_popup=”off” da_exit_intent=”off” da_has_close=”on” da_alt_close=”off” da_dark_close=”off” da_not_modal=”on” da_is_singular=”off” da_with_loader=”off” da_has_shadow=”on”][et_pb_row _builder_version=”4.24.2″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.24.2″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.24.2″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″]
By Raine St.Claire
These 6 actionable approaches illustrate how women can champion each other at work, nurturing a culture of celebration and advocacy for female colleagues. By putting these strategies into practice, women can collectively progress and excel in the professional sphere, balancing opportunities and expediting advancement.
1. Ensure that women’s voices are given prominence
Observing colleagues of the same rank in meetings, you’ll often notice more men occupying the front and central seats. Conversely, women tend to position themselves towards the end of the table or at the room’s periphery, avoiding positions associated with authority. Additionally, women receive less speaking time in group discussions, are frequently interrupted, and receive less recognition for their contributions.
Lead by example by taking front-and-centre seats and actively participating in meetings. Encourage other women to do the same. Take initiative to influence discussions: intervene when a woman is interrupted, assertively acknowledge her ideas, and facilitate opportunities for her to contribute. By advocating for your female coworkers, you not only support their advancement but also establish yourself as a leader. Furthermore, inclusive discussions where all viewpoints are heard lead to more effective meetings.
Food for thought: By staying quiet, women’s status suffers: women who speak less in group discussion are seen as having less influence.
[/et_pb_text][et_pb_code _builder_version=”4.24.2″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″]
[/et_pb_code][et_pb_text _builder_version=”4.24.2″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″]
2. Combat bias
Women face unfair treatment known as the “likeability penalty,” which men don’t experience. While assertive men are praised, assertive women often face pushback. This bias arises because society expects women to be nurturing, not assertive.
This bias shows in how women are described. They’re called “bossy” or “shrill” for being assertive, while men are seen as “confident” for the same behaviour.
When you hear unfair criticism of a woman, ask for specific examples and consider if the same criticism would apply to a man. Often, you’ll see a double standard. When you see negative reactions towards women at work, question if gender biases are involved and give her the benefit of the doubt. She’s likely just doing her job.
Food for thought: In a recent study of performance reviews, 66% of women received negative feedback on their personal style such as “You can sometimes be abrasive,” compared to less than 1% of men.
3. Celebrate women’s achievements
Celebrate women’s successes and support them when they’re unfairly blamed. Women and men react differently to recognition: women often credit luck or help, while men credit their skills. This can cause women to downplay their achievements, facing criticism when they do celebrate. As a result, women’s contributions are often overlooked. To address this, team up with other women to celebrate each other’s accomplishments. Despite risks of backlash, lifting each other up ensures recognition for everyone. When introducing female colleagues, emphasise their achievements.
Food for thought: Men apply for jobs when they meet 60% of the hiring criteria, while women wait until we meet 100 percent.
4. Provide constructive feedback
Women doubt themselves more than men, but it’s not because they lack confidence genes. Offer specific and helpful feedback to women to aid their professional growth. Don’t hold back from providing input that can facilitate learning and development, fostering a culture of continuous improvement.
Food for thought: In a recent analysis of hundreds of performance reviews, 60% of the developmental feedback men received was linked to specific business outcomes—and therefore actionable—compared to only 40% of the developmental feedback women received.
[/et_pb_text][et_pb_image src=”https://www.topbusinesswomen.co.za/wp-content/uploads/2024/02/TW-GIF.gif” alt=”Top Women Leaders CTA. Banner” title_text=”TW GIF” url=”https://digital.topco.co.za/meetings/odelia-fester” admin_label=”Top Women banner” _builder_version=”4.24.2″ _module_preset=”default” global_colors_info=”{}”][/et_pb_image][et_pb_text _builder_version=”4.24.2″ _module_preset=”default” hover_enabled=”0″ global_colors_info=”{}” sticky_enabled=”0″]
5. Celebrate achievements
Recognise and celebrate women’s accomplishments, countering the tendency to overlook their contributions. Support each other by highlighting successes and sharing achievements with colleagues.
Food for Thought: According to a recent study by a Harvard PhD candidate in economics, men get about the same amount of credit when they write a research paper with a coed team as they do when they’re the sole author. In contrast, women get almost zero credit if they write a paper as part of a team with a man on it.
6. Support and empower other women
Mentoring and sponsoring are crucial for success, but women often don’t benefit enough from them. Men often mentor other men because of shared interests. In fact, two-thirds of men in our Women in the Workplace study said their mentors were mostly men. Unfortunately, women are less likely to have mentors who actively support and promote them, which limits their access to opportunities. This contributes to the underrepresentation of women in leadership positions.
Food for thought: Regardless of where you are in your career, your guidance can be invaluable, especially if you’ve been through similar experiences. If you’re in a senior position, don’t just offer advice—use your influence to advocate for your mentee. Sponsorship, particularly from female leaders, is vital for supporting women at the start of their careers.
[/et_pb_text][/et_pb_column][/et_pb_row][/et_pb_section]