Tag: Unit 8

Fostering recognition and a sense of belonging for woman in the workforce will result in a happier more productive environment. So how can this be achieved?

• Leadership needs to take an active role in providing feedback to employees not engaging in inclusion in the workforce.
• In severe cases management needs to address gender discrimination, immediately.
• Woman as well can play a role in changing the environment. For example, while working for a transportations company, we collected toys for disadvantaged children at Christmas. I was asked to be Santa’s helper, and in previous years Santa’s helper was dressed in a red mini-skirt and a low cut tight shirt! When I arrived at the costume store I let the clerk know I preferred to dress as Mrs. Claus. As such I took home the costume and on the first day surprised everyone and started a new tradition that still exists today. Mrs. Claus was such a great hit with the kids and in actuality there were many employees, male and female, that indicated they wanted their kids to come and see Santa but felt uncomfortable with the previous Santa’s helper dressed in an adult costume.
• Some organizations have set up a woman’s group which fosters mentoring. The group is also a place where woman can discuss challenging experiences in the workplace.
• Woman need to give back and make themselves available to younger generations. I was very blessed to have strong female mentors. In my point of life I try to do the same in return for the younger generations.
• Some organizations will target the promotion of females into leadership positions, to help foster inclusion. This can create animosity with male employees feeling they are being disadvantaged. Human Rights exemptions exist, allowing companies to assist disadvantaged employee groups. While this is an option for companies it is equally important for the organization to help educate and inform employees as to why females may be given preference.
• Pay attention to the employees that once spoke up with ideas and now are silent at meetings. Give them a voice by asking questions and encouraging participation.
• Create working groups and assign project leads that promote inclusion of all.
• Foster understanding and empathy as to how a female might feel in a male dominated environment.
• Discourage an environment that promotes gossip in the workplace. Gossip will only further feed insecurities.
• Find ways in group meetings to bring females into the discussion and thank them for their opinions.

Perhaps the best way I have found in my organization, in promoting inclusiveness with females, has been to provide a bit of a history lesson. Helping employees to understand the successes of female leadership in First Nations communities, helps foster an understanding in my organization. In my indigenous community, historically we come from a matriarchal society. The idea of chieftainship was only introduced with colonization. The way history is often portrayed is very male centric. The woman were traditionally the leaders in communities and made decisions for the tribe, while the men hunted and gathered. This was the only way people could survive. Furthermore each citizen was recognized for their gifts, fostering inclusion. First Nations lived a relatively peaceful existence, for generations under this leadership model. In my community we have evidence going back as far as 14,000 years ago. Life was balanced with a connection to family and mother earth. Of course disputes happened but historically my community did not undergo, at one single time in its existence, a devastating war. The first war perhaps was the introduction to disease to my community which occurred during colonization. At no other time did we ever experience such loss, under female dominated leadership. So I ask then, if under female leadership a community can live peacefully for over 14,000 years, can not a company also be successful under female leaders?

In 15.2 case study, (Northouse, 2016, p. 413) Lori Bradley is an experienced probation officer working in a male dominated field. In the example, her male counterparts are engaging in a non-work discussion, exclusive of her. When she inputs her suggestions on solving a work related problem, she is ignored. Later, a male co-worker makes the same suggestion and is praised for his idea. Lori raises the point that she initially brought the idea to the table, however she is then accused of not being a team player.

I chose this example as it resonated with me, having worked in a predominantly male workforce while working at a local transportation company. In the 1990’s, at this particular organization, the workforce was 90% male and only 10% female. Working in a leadership role, these numbers were drastically less, making the situation even more challenging. Navigating through the labyrinth as a female leader had its challenges, however I can look back now that there were many lessons learned that have prepared me for today’s workforce. So how does a female working in a leadership role today embrace the challenge?

1. Being aware of the organizations culture is important and as a female, it’s important to realize that change can take time. If change is aggressive, it may result in feelings of losing control. This feeling of losing control often leads to push back and an unwillingness to move forward in a positive direction. Life for a female leader in this case, will likely become incredibly challenging if not impossible.
2. It’s important to pick your battles and know when to speak up. In the example mentioned above, Lori pointed out that she raised the same point as her male counterpart, earlier in the conversation. While frustrating as it may be, this is not the time to speak up and in this situation further empowered her male counterparts.
3. Change in organizations often happen from the top down. Reputable companies will be concerned about gender discrimination and will introduce policies to support equality. Have faith that it takes time for leadership messages to reach the frontline. Find mentors with other female leaders that have gone through gender discrimination and utilize them to consult on best practices in handling various situations.
4. Instead of being a martyr and pointing out others mistakes, find positive solutions toward changing organizational culture. For example, utilize Human Resource departments to suggest ways to introduce organizational change, such as suggesting formal mentorship program or organizational courses that will help to educate other managers or leaders.
5. As tempting as it may be to want to retaliate, it’s important to maintain maturity and confidence as a female and not respond to negative situations where gender inequality exists. By taking the higher road, it will further demonstrate to the leadership that one is actually prepared to take on a higher leadership role.
6. Know that you will have enemies that will see you as a threat. As a female while as unfair as it may be, you will be required to take on more work and be held to a higher standard in a male dominated company. Become an expert in your area, get along with others and act always in a professional manner. Regardless if your career takes off in any organization, these are skills that will be required as one climbs up the corporate ladder.
7. A little understanding goes a long way. Many male leaders in the workplace are confused and don’t understand why there may be a focus on gender equality. It’s also not fair to suggest that all males are discriminatory towards female leaders. Some male leaders may have equally experienced discrimination and or felt uncomfortable in a male centric organization. Others may also require more education which eventually leads to understanding. Woman and men need to work together to create change. Creating an “us against them” will not result in a positive outcome for anyone.
8. There are boundaries as to how much tolerance a female leader should take. It’s important to know if the company is headed in a direction of change. If not, it may be necessary to move on to another company, as frustrating as that may sound. Also if there is discrimination, as defined under the Human Rights code, it is important to speak up. Most companies have policies on how they will respond to Human Rights complaints and the Human Resources department are often a great resource.

What are some other ways that a leader might also embrace the challenge?

Northouse, P. G. (2016). Leadership: Theory and practice, seventh Edition. Thousand Oaks, CA: Sage Publications. ISBN 971452203409 ** Chapter 13 Leadership Ethics**