Breaking the glass ceiling: Meaningful participation of Women in Leadership

Sonia Karim a senior business leader with over 23 years of work experience in textile, energy, and agri- cultural sectors, in various roles and functions of growing responsibility, including marketing, sales, product development and production optimization in textiles; supply chain development, project finance, corporate finance, contract negotiation, policy making, operational optimization in the energy sector, and chief operating officer in an agri Company.

In a conversation with Prisila,a correspondent in Asia Business Outlook Magazine, Sonia discussed balancing assertiveness and likability for female leaders. The advantages women offer in business leadership and fostering continuous learning for teams, particularly supporting women, were highlighted.

How do female leaders in a corporate environment effectively balance assertiveness and likability without crossing boundaries?

The traits appreciated in men aspiring for leadership positions, such as ambition and assertiveness, are considered unbecoming for women. Women with similar characteristics are labelled as abrasive, less likeable, or challenging to get along with. Men are expected to be demanding and ambitious; women are expected to be collaborative and nurturing. Studies show that when women exhibit the traditionally ‘male’ leadership traits, they are less liked compared to men exhibiting the same characteristics and, therefore, less likely to get hired or promoted. These gender stereotypes exist across countries and cultures, and both men and women are affected by them, whether consciously or unconsciously. The gender imbalance in leadership positions in the business world further exacerbates the situation.

The key for women is self-awareness and balance. The starting point is the belief that it is not only okay to be ambitious but also necessary. Changing the self-narrative is vital, as ambition gives you energy and the desire to excel and to go beyond the traditionally accepted boundaries and limitations. Awareness of their competence, being clear, concise and demanding while simultaneously being collaborative and warm is critical. Preparatory statements (e.g. ‘we have a blunt culture in this company’) when giving negative feedback, for instance, prepare the receiver for the message and set expectations without categorizing the giver herself as blunt. Women do not need to be apologetic for the authority or position they have earned, nor do they need to show that the position is because of any ‘aggression’. Focusing on the key competencies and keeping a balance in their communication, with a strong, dominant, non-verbal language (posture, gait, style of sitting) balanced by a communal dialogue, can help keep a balance. Finding a mentor in the organization, be it another woman in a leadership position or a male leader invested in gender balance and inclusion, can also go a long way.

In your opinion, what are the key advantages women bring to business leadership positions?

Women in leadership roles bring a lot to the table. Due to the gender stereotypes associated with women, especially in senior positions, generally, women who reach such positions have worked nearly twice as hard as their male counterparts. They are more dedicated, focused and, in my experience,  honest. Due to their innate cooperative nature, women can foster a better culture around teamwork and collaboration. Their strong communication skills make them more effective at communicating and raising the bar for the whole team. Diversity increases creativity and idea generation, increasing productivity and improving financial results. Women leaders can often provide better coaching and mentoring due to their inborn traits of being a nurturer, homemaker and caregiver. This also paves the way for younger women to enter the workforce, have more women and mother-friendly policies, and have a support structure. They can be role models for aspiring young women who want to go beyond the traditional glass ceilings.

In the rapidly evolving business landscape, how do we stay informed about industry trends and ensure that our team remains competitive and adaptable?

• Connect directly with customers and distribution channels to give first-hand feedback and feel of the market.
• Network within the industry to find out about the changing trends.
• Keep an eye on the competitors (product, pricing, quality changes, any shift in strategy).
• Tailor your social media feed to learn about competitors, customers, exhibitions, and innovations.
• Read about industry trends in your industry and similar industries in other geographical locations.
• Invest in your presence on LinkedIn so you are connected with the relevant people.
• Share your findings within the company and encourage others to do the same.

"Policies such as flexible working hours, paid maternity leave, the option to work from home, daycare facilities, and transport allowances can be provided to encourage women in the workforce"

What steps should we take to prioritise diversity and inclusion in our team, and what initiatives can be implemented to foster a more inclusive work environment?

Diversity of gender, socioeconomic background and culture can be encouraged by institutionalizing affirmative action. Policies such as flexible working hours, paid maternity leave, the option to work from home, daycare facilities, and transport allowances can be provided to encourage women in the workforce. The organization should be aware of and minimize any biases in hiring based on socioeconomic, religious or cultural background. A respect-based environment should be fostered that values the differences between the employees, creates a culture where people are aware of those differences and work towards gaining the maximum advantage from the diversity in terms of encouraging diverse points of view, opinions and methodologies – leading to a more creative, responsive and agile team.

What approaches can leaders take to foster a culture of continuous learning and development within their teams, focusing on supporting women?

• Identify areas for improvement/growth and provide training and learning opportunities.
• Making learning and development a compulsory goal for all key positions.
• Give stretch assignments that require associates to upgrade their skills and learn new tools/techniques.
• Recognize and reward associates who grow by investing in themselves.
• Create a culture where peer-to-peer learning is encouraged and rewarded.
• Encourage women to have a seat at the table by giving them tasks and assignments that stretch them beyond their current roles and showcase their achievements.
• Provide needed support to women in their current roles that help them break gender stereotypes (such as women leading manufacturing operations). Make them a role model for the organization as well as other women.
• Foster an in-house training and development culture and encourage women to take the lead.
• Lead by example by investing in yourself, taking on challenges outside your comfort zone and undertaking assignments in uncharted territory.