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Simmy Sachar, Chief Marketing Officer at Liquid Thought 

When I was invited to give a talk on women in business, I thought, “What substantive message could be conveyed on behalf of the countless women navigating the challenges of the business world daily?”

One idea that came to mind was to talk about the transformative efforts undertaken within my company, Liquid Thought.

When I first arrived eight years ago, the gender composition of the team was 80% male. However, within two years, I proposed a cultural shift to the CEO by advocating for the deliberate recruitment of more female staff members. This initiative was welcomed, and we now have over 65% women on the team.

While this narrative stands as an impressive accomplishment, I also think that it is too brief for a stage presentation. Therefore, I have given it further thought and reflection.

Then it dawned on me: What if I sent my incredible network of women (friends, colleagues, ex-classmates) a survey and gathered some ethnographic research data to present?

Well, I did, and here are my findings:

• Changing the perception of women in business

One of the first questions I included in my survey of 25 women was, “What comes to mind when you hear the term women in business?”

The responses revealed a mix of positive and negative associations. While some celebrated female power and successful women, others questioned the need to focus on women in business, suggesting that gender disparities may no longer be a relevant issue.

The perception of women in business is complex, reflecting the progress made and the work still ahead. It’s a reminder that we have not fully addressed the systemic issues that continue to perpetuate inequality.

• Is equality achieved in the workplace?

Surprisingly, not all the women who responded felt that their experiences in the workplace were drastically different from their male counterparts. Some women living in regions with a strong history of gender equality reported fair treatment and equal opportunities. This indicates the importance of geography and cultural context in determining women’s experiences in the business world.

• Challenges women face in business

 For many, the challenges they face in business are very real. These challenges include unconscious bias, being labelled as “too emotional,” dealing with the so-called “boys’ club,” having to prove themselves more than their male counterparts, and the conflicts between their career and biological clocks. Imposter syndrome is another issue many women grapple with, as they often feel like they don’t belong in certain roles.

One of the final questions was about whether the participants would rather be a woman or a man in the workplace. To which 20% answered that they’d rather be a man.

My survey results illustrated that, for many, it’s not so much about shattering the glass ceiling as it is about fixing the broken rung.

Read the 18th edition of the Standard Bank Top Women Leaders publication here.Your only guide to South Africa’s Top Gender Empowered Companies.

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[/et_pb_code][/et_pb_column][/et_pb_row][et_pb_row _builder_version=”4.23.1″ _module_preset=”default” global_colors_info=”{}”][et_pb_column type=”4_4″ _builder_version=”4.23.1″ _module_preset=”default” global_colors_info=”{}”][et_pb_text _builder_version=”4.23.1″ _module_preset=”default” global_colors_info=”{}”]How do we address this?

The “broken rung” symbolises the initial step on the corporate ladder that women often encounter in their ascent to leadership positions. To combat this, we can adopt various strategies:

1. Mentorship opportunities: Encourage both seeking and providing mentorship to help women navigate the corporate ladder effectively.
2.  Champion inclusive leadership: Promote diversity and inclusion to ensure equal opportunities in the workplace.
3. Work-life balance: Advocate for flexible work arrangements and family-friendly policies, especially beneficial for working moms.
4. Embrace inclusive policies: Ensure equal pay for equal work, transparent paths to promotion, and a zero-tolerance stance on discrimination and bias-driven behaviour.
5. Transparent communication: Implement open-door policies, celebrate achievements, and maintain regular check-ins to foster constructive dialogue.
6. Confront issues directly: Establish clear protocols for addressing concerns head-on within the organisation, leading by example in transparent issue resolution.
7. Amplify voices: Encourage women to voice their perspectives within the organisation, ensuring their opinions shape decisions affecting them.

My conclusion? While significant progress has been made in advancing gender equality in the business world, women continue to face unique challenges and biases. To address the “broken rung” on the corporate ladder, organisations must actively work towards creating an inclusive environment where women have equal opportunities to succeed. 

By adopting mentorship, advocating for inclusive policies, and promoting open communication, we can ensure that women have a level playing field in the world of business.

Despite the challenges that remain, the resilience and determination of women in business continue to break down barriers, inspiring future generations of female leaders.

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