(Author: Nikita Bharadia is a first year PGP student at IIM Ahmedabad)
After starting my journey at IIM A, I was unknowingly assured (like my other male counterparts) that I have the necessary grey matter and a strong ecosystem to embark on any career path of my choice. However, I wondered why we don’t have many women executives coming down to campus for job recruitment or company presentations. Every time we had a question on career trajectory, a lot was (and shall be) told about flexible timings and support, but the lack of women managers/partners did not provide any implied assurance.
From an Indian perspective, almost half of the women who enter the workforce are out of it by the time they reach their mid career. Around 18% women leave their jobs every year because of work life imbalance and family commitments. Indian society predominantly believes that women are responsible to take care of family and children. Imagine the response from even the most progressive minds if a husband relocates for his wife’s career or quits his job for child care. These biases of what women should do are rooted so deeply that we feel they are normal!
Our work environment further epitomises what women should/must do! Career oriented women are often termed as aggressive, political or even “lucky” to have assured the support of her seniors, thereby undermining her own capabilities. We saw a glimpse of it during our summer internship when a women candidate securing the best banking role was unsettling in many corners.
Studies have proved that success and likeability are generally positively correlated for men and negatively correlated for women. History provides a testimony of this theory: Margaret Thatcher was called ‘Attila the Hen’, Indira Gandhi was once referred by President Nixon as ‘The old witch’ and Germany’s Angela Merkel has been dubbed as ‘The Iron Frau’.
Not emphasizing the importance again, we all accept that we need more women in our boardrooms and management teams. Now that we have defined the objective, Sheryl Sandberg provides an excellent account of how women may protect and promote their career by being aware of the most common career roadblocks and personal biases.
1. Underestimation:
A majority of women tend to judge their performance worse than the actual whereas men judge it better than the actual. In situations where men and women both receive a negative feedback, women’s self esteem and self confidence tends to drop much higher. Women often create self doubt for themselves and hinder their growth in the long career path.
2. Preparedness for the job:
Many smart women fall prey to the ‘Smart Girl Syndrome’. Parents/teachers generally praise girls for being good at everything they do where as boys are known to just get along. This upbringing conditions women in a way that they prefer performing jobs which they know very well. On the contrary, men take up challenges and believe that they can learn on the way. A study claims that a men would take up a job even when he is 60% sure of his capabilities whereas a women would not do so unless she is 90% confident. Not taking career risk and waiting for surety limits the opportunities that women create for themselves and their growth to the top level. Career is jungle gym and not a ladder and women need to be aware of it!
3. Ambition Gap:
Almost all leadership positions are held by men. Women don’t expect to achieve them and hence they don’t. However, when more women are visible in leadership positions, it increases confidence at every level and provides role models. India Inc. saw this impact with more and more women leading the banking sector.
4. Mentoring
Unless it’s a formal channel, asking someone to be your mentor doesn’t guarantee a strong interpersonal relationship and trust. Women should not try to seek mentors but build a channel of give and take. Engaging with people for specific business requirements can be a better way to seek mentorship rather than knocking the door aimlessly. A mentor may play an important role in guiding the career and scope of a mentor can range from your own peers, seniors to even family members and friends.
I have touched upon few issues that many women may face in their corporate careers. Much more discussion and support is yet required to help women take care of motherhood and have a second career stint without sacrificing either. Through collective efforts and awareness, we hope move towards a more equitable world we all claim to aspire.
Ideas presented in this article are inspired from few blogs, my own experiences and Sheryl Sandberg’s “Lean In”. I do not intend to say that every women needs to work towards her career. Taking care of family can be much more fulfilling and it depends on each individual’s aspirations. I just intend to throw light on issues that women aiming for corporate leadership may face.