In fact, the diversity of opinions and perspectives is what allows companies to develop processes of continuous improvement, improve and reach higher levels of quality and competitivenessand as a consequence to increase their results.
Although the causes of this reality are multiple, we consider it fundamental transform the way in which the potential of women is conceived today to occupy leadership positions, which reveals silent biases that are still operating.
Why do women stand out?
- for helping peers
- Build collaborative networks within organizations, although they continue to show a certain reluctance to make their achievements visible and appropriate.
In the same way, they show distrust or insecurity to sow relationships with superiors that can translate into concrete opportunities for career development.
Men, on the other hand, tend to appropriate their successes more naturally and seek leadership more directly.
Gender inequality in Argentina
A lot of women feel they do not possess the required skills or track recordwhich makes it clear that it is necessary to prop up the female audience in the change of mental model and strengthening of confidence, rather than in the development of specific skills.
It happens very often that women have the necessary experience and skills to assume leadership roles and/or greater responsibility, but they consider that they are not ready enough, even if this feeling is unfounded.
That is why we consider vital importance to continue narrowing the gender gap and fueling the growth and evolution of companiesthat female leadership development programs be carried out in organizations, which can focus and transform the aforementioned problems.
It is also important that organizations and their teams advance in the implementation of good practices, aimed at reducing the gender gap.
What to do from the business culture
- Give visibility on their corporate blogs and social networks to stories of Women Leaders who managed to overcome biases and succeed professionally, even in highly masculinized fields such as the industrial sector.
- When conducting job searches, define each position generically. For example Management instead of Manager, Headquarters instead of Boss. Although it may seem merely a matter of nomenclature, we consider it essential that our everyday words also reflect the inclusion that we wish to continue building, since we believe in the generative power of language.
- Work to overcome gender biases from the leadership teams.
- Empower women who are part of the company.
- Promote programs that favor the development of female leadership.
- Commit to the UN Women Win-Win Program, adhering to the Women’s Empowerment Principles (WEPs).
The central thing is to be clear that the gender gap is not a phenomenon that we have to wait for others to solve. It is a challenge that each one of us must get involved with and manage.
It is important that we believe in ourselves, that we do not naturalize the biases that complicate our inclusion, that we make an effort and seek what we want, that we make visible the added value that we provide, that we encourage industrial vocations among young women, that we are not afraid to lead and occupy critical positions. May we empower ourselves!
Team Leader at NUMAN – Headhunter Industrial
Source: Ambito
David William is a talented author who has made a name for himself in the world of writing. He is a professional author who writes on a wide range of topics, from general interest to opinion news. David is currently working as a writer at 24 hours worlds where he brings his unique perspective and in-depth research to his articles, making them both informative and engaging.
