Creating a Culture that Elevates Women in Leadership
We're in a great time for women leaders, with female board representation creeping closer to the 50% mark, and more female CEOs now run big companies. But there is a long way to go, and we still need to do a lot to reach real gender fairness across the workplace. As someone who cares about creating opportunities, and giving women chances to lead successfully, I think we must look at what's stopping them and find new answers. From dealing with hidden bias to rethinking work-life balance, I’ve been reflecting on ways we can work together to elevate women in leadership.
In this blog, I’ll look at how companies can create a setting that lets women reach their best. I’ll dig into the skills and mindsets that help women thrive in leadership roles, as well as strategies for companies to address gender disparity head-on.
I'll also share some great examples of women helping other women through mentoring and networking. By the end, you'll have practical ideas to implement in your own workplace to create more leadership opportunities for women at all levels.
Understanding the Barriers to Women's Leadership
I've seen up close how hard it can be for women to make the move up to leadership. Even though we're a big part of the workforce, we're still under-represented at the top, and more importantly, under-supported when we get there.
There are positive signs - in health, well-being and social care sectors, you can find the highest percentage of female-led businesses, with around 40% of organisations headed up by women. With my background this is great news, but it's not just about numbers. Simply put, women still face special challenges that men often don't have to deal with.
One big hurdle is the persistent gender bias. Society still holds on to outdated stereotypes about women being caregivers first and leaders second. This way of thinking has made management jobs ‘traditionally’ more suited to men.
Spotlighting unconscious bias
Despite best intentions to address gender parity, there is often a shift in culture needed to address unconscious bias towards women in the daily workplace. The subtleties of language around women in leadership, leadership double standards and informal exclusion from skills development, or mentoring opportunities all contribute to blocking women’s success.
Being praised as ‘helpful’, or ‘a team player’ often focuses on skills and behaviours that reinforce the thinking that women are better in existing roles, rather than aspiring to leadership. One of my pet hates is the conflicting views of using humour at work. Men are seen as likeable and funny when they use humour in the workplace, commanding respect and gaining influence in leadership roles, whereas women are perceived as less serious, and less capable of fulfilling a role when they use humour.
On top of that, we're often juggling work and home life in a way that men typically don't have to. It's no wonder that women are more likely to have had to take time off, or give up career growth for family and caring needs, compared to men. This physical absence is mistaken for not being committed, or results in being literally overlooked.
What’s the solution? An Organisation’s role in elevating Female Leaders
Organisations play a crucial role in creating a culture that backs women in leadership. I've seen first-hand how companies can make a real difference when they commit to gender fairness. It's not just about ticking boxes; it's about fostering an environment where women can thrive.
Flexible working with collaboration at the heart
First things first, implementing flexible working arrangements. The upcoming changes in UK legislation are making this more accessible and whilst it’s an approach that’s proven to help all employees, it's especially beneficial for women juggling work and family responsibilities.
What’s important, is recognising that the culture itself must support engagement, and a true community feel that makes women feel seen and heard in the workplace, whether they are working from home or in the office.
"Effectively, change is almost impossible without industry-wide collaboration, cooperation and consensus.”
Examples of community building in the workplace:
- Power up/ collaboration days bringing people together – running these with a rotating lead ensure that they fit everyone’s thinking rather than falling into a standardised model of ‘team building’.
- Connection time – in person coffee/ check ins that break up the habit of back-to-back zoom calls and formal project meetings.
- Wellbeing/ switch off days – doing these as a whole team (or whole business) mean that expectations or pressure to respond to emails is reduced as everyone values the time in the same way. A great example of role modelling if used with leadership at the helm.
Female mentoring and networking
I’ve also found that female mentoring, and leadership networks are really important in fostering a more inclusive and empowered workforce. Through mentorship, aspiring women leaders gain access to invaluable insights, guidance, and support from those who have navigated similar challenges. Interestingly, an observation from my work with female leaders who are working with a mentor, is that they are finding the support element hugely valuable, but what is less prevalent is the likelihood of being promoted by their mentor and introduced to people who could help them. Their feedback is that males undertaking a mentor experience are still on this track. Is that just because it’s always been that way?’. Perhaps time to challenge the system?
Meanwhile, what is working well is the growth of female networking, which opens doors to new opportunities, collaborations, and a sense of community. So, together, if framed well, mentoring and network participation can help break down barriers, build confidence, and support career progression, by nurturing skills and confidence to help talented women thrive.
Gender Equity
An obvious but vital step is to have equal pay policies. Clear and fair pay structures make sure women get equal pay for equal work. This in itself could be a whole topic for discussion but the crux of the issue, is that if women aren’t supported in becoming successful leaders, there will always be a blocker in career progression which equals pay at a higher level.
Empowering Women to Lead: Key Skills and Mindsets
I often find that some of the female leaders I work with, have patterns of thinking that can hold them back from reaching their full potential. But with the right mindset and skills, they can overcome habitual thinking, and thrive in leadership roles. One key factor is self-confidence, and call it imposter syndrome or simply a lack of self-belief, it can creep up at any level. To combat this, individuals need to cultivate their own inner champion - that encouraging voice that reminds of accomplishments and is a positive cheer leader when most needed. It's also crucial to develop a growth mindset, believing that individual abilities can be developed through effort and learning.
As a continually curious female leader, I still have to remind myself of this approach – one that helps me to see challenges as opportunities for growth rather than threats to my competence. In my own way working with female leaders, I can support them by focusing on these key skills and mindsets, helping to empower them and other women to lead with confidence and authenticity.
As we move forward, it's crucial to keep pushing for change and supporting women at every stage of their careers. By fostering a culture of mentorship, offering flexible work arrangements, and promoting authentic leadership, we can build a future where women's voices are equally valued at SLT level and in the boardroom. The path to gender parity in leadership may be challenging, but the rewards – for individuals, organisations, and society as a whole – are well worth the effort.
At Green Shed Talent, every project begins with an engaging conversation, so if you’re finding any of this resonates then reach out for a virtual or face-to-face coffee meeting.
