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Melissa-HamiltonI have a lot of conversations. Conversations with strong male and female leaders shine a spotlight on the challenges that female executives still face as they navigate their careers. Conversations that are uncomfortable as they outline that not much has changed, that we still operate in a patriarchal society where workplaces are designed for men. I knew that was the case when I was CEO and managing over 5000 staff, but when I started the Brave Feminine Leadership podcast, I thought things had moved on a bit. I didn’t realise how challenging it still is today.
Seventy-five conversations later, here are some of the stories I have heard.
They told me that gender biases are alive and well.
They told me that female executive looking for flexible roles are still seen as not being serious about their career.
Women are still ignored in meetings, in favour of a bloke making the same suggestion.
Women are often told they talk too much.
Female executives are still labelled as aggressive.
That we are still not lined up at the same starting line.
Let me give you some examples of what I have heard.
There is an incredible female senior banking executive who was referred to, publicly, by a leading Australian businessman as a ‘mail order bride’, presumably because of her European surname. Labelled throughout her career as ‘too fashionable, too aggressive, too honest, too emotional, she has learned how to block that out and focus on the feedback that matters. The feedback helps her become a better leader. Ambitious and hungry to keep growing, this strong, dynamic leader admitted in our conversation that she has never asked for a pay rise or put her hand up proactively to apply for a promotion. She is one of the lucky ones, as her male boss saw a pay gap and addressed it proactively. She still wonders where she would be if she had the courage to apply for more senior roles. Her experience is not unique.
There is also the leader who was pursued to take on a new role at a new company. Flexibility mattered to her and she was seeking the chance to compress (not reduce) her working week into 4 days. Her daughter starts school early next year and this is her last chance to enjoy that time. She wants to work full-time, has a track record of high performance with her current employer and is a top talent. Her CEO could not get his head around the fact that she was a) serious about her career and b) wanted to work 4 days a week. She did not take the job. Have they settled for second best?
Then there is the female CFO who was told by her company Chair that she spoke too much and he would prefer to hear more from the male CEO. (Do we think the male CEO received feedback about being too quiet?) Or the female executive who was told she would be the next CEO, only to find a male colleague was appointed with no process or opportunity for her to formally apply.
My curiosity continues to deepen as I interview male and female leaders. Both perspectives matter deeply. Gender equality is not a women’s issue, it is an economic and social issue and it is time to move on from old archetypes of what leaders look like. The Brave Feminine leadership interview series shines a light on many leaders, including some of our leading CEOs and company chairs. Their lessons and their reflections include some of the clues to lasting change. It starts with self-awareness.
We need more female leaders. We need more male allies and sponsors. We need change.
To listen to the Brave Feminine Leaders interview series, or to find out more about Melissa Hamilton, go to www. bravefeminineleadership/S4Mel
Edited by: Jill Walsh