Women in Leadership: Because Vision Knows No Gender.
No longer content to merely be part of the conversation, women are now leading it. Top women leaders believe that the distance between the chair and the CEO’s office is shortening for the female workforce.
A 2020 study by McKinsey & Company revealed that companies prioritising gender diversity on executive teams were 25% more likely to have higher profitability than those who don’t. The ascension of women to top leadership positions is not just a win for gender equality. Women leaders are credited with fostering more inclusive workplace cultures, encouraging collaboration, and enhancing communication within teams. Women in leadership are increasingly becoming critical drivers of business performance, innovation, and company culture.
Breaking glass ceilings: Women are making strides in traditionally male-dominated fields.
Leadership knows no gender, and women across industries are proving it by challenging the status quo. In 2021, Falguni Nayar made history as the founder and CEO of Nykaa, becoming India’s richest self-made female entrepreneur in the process. Her leadership has been crucial in scaling Nykaa into a major player in beauty and lifestyle, and she has been a strong advocate for female entrepreneurship and digital innovation.
In another example, Kiran Mazumdar-Shaw, founder and chairperson of Biocon, has been pioneering advancements in biotechnology in India. Her work has not only positioned Biocon as a leading biopharmaceutical company but has also set ambitious goals for making affordable healthcare more accessible. Her contributions are transforming the pharmaceutical industry and setting a new standard for innovation in medicine.
The other side of the table: How companies are fueling this movement.
It’s a positive sign that companies across industries have started prioritising gender diversity by setting goals for increasing the number of women in leadership roles, ensuring diverse candidate pools for senior positions, and creating mentoring and training programs. Anjali Sinha, India People Success Head at Publicis Sapient, believes, “It is about creating pathways for women to grow into leaders and thrive once they get there.” (Source: Harvard Business Review).
Practices that associate “leadership” with typical male-acquired traits have long forced the world to wrongly believe that women are not cut out to be leaders. Research indicates that subtle “second-generation” gender bias, still prevalent in organisations, disrupts the crucial learning process essential for becoming a leader. The natural inclination to favour individuals who resemble oneself often leads influential men to mentor and support other men when leadership roles become available.
But we have examples where women are proving this entirely wrong. Emma Walmsley, CEO of GlaxoSmithKline (GSK), has been leading the global pharmaceutical giant through a major overhaul. Under her guidance, GSK has focused on innovation in healthcare, including efforts in vaccine development and pharmaceutical research, solidifying her role as a key figure in the global healthcare sector. Co-founder and CEO of Canva, Melanie Perkins, has turned the design platform into a multi-billion dollar company, making her one of the youngest female CEOs to lead a tech unicorn. Her leadership has not only disrupted the design industry but also highlighted the potential for women to lead in the tech world.
How to get more women in the CEO chair.
To truly champion women’s ascent to leadership positions, Flexipert proposes a multifaceted approach grounded in awareness, support, and purpose.
Educate: Over 25 years ago, social psychologist Faye Crosby discovered a surprising phenomenon. Women are often unaware that they have personally experienced gender discrimination. Even when confronted with objective evidence of such discrimination, they tend to deny it. It’s critical to educate both women and men in the workforce about the nuances of second-generation gender bias. This involves recognising and addressing the subtle, often unconscious barriers that can hinder women’s progress. In doing so, we can cultivate a more inclusive environment where leadership potential is recognised and nurtured, regardless of gender.
Advocate: Advocate for the creation of environments where women can explore and express their authority as they transition into more significant roles. These spaces provide the psychological safety necessary for women to reflect on new leadership behaviours, share constructive feedback with the team, and build the confidence required to take on larger responsibilities.
Empower: Internalising a sense of oneself as a leader is an iterative process. Women leaders should be empowered to cultivate a leadership style that is authentic and impactful, transcending traditional expectations and stereotypes. This will equip women with deeper insights into their own capabilities and the dynamics within their organisations.
Women have fought tooth and nail to ensure their skills and talents speak louder than their gender. Yet, when gender bias lurks in organisational policies and practices, it sends a message that their success isn’t entirely in their own hands. But let’s be clear: Women are here to shatter that narrative and take control of their destinies. At the very least, it’s the paradigm shift we’re striving to achieve.
