Source: The future of Gender Equality – 132 Years is to long! | LinkedIn
Author: Hannah Awonuga
You can’t be what you can’t see!
Myth or truth??
As of July 2024, 11% of the CEOs in the FTSE 100 are women.
Nine!
There are currently nine female CEOs leading FTSE 100 companies in the UK, an increase from 2013 when only one female CEO existed.
This is great news but Nine out of 100! should we really be celebrating?
Things have changed; when I started my career as a 16-year-old banking cashier, I struggled to see any women in senior leadership positions, not to mention Black women.
As we continue to navigate a virtual, technological working environment, I want to invite women at all career stages to take charge of their own progression and ask for what they want. Despite the current backlash and scepticism surrounding diversity, equity, and inclusion (DE&I), the focus remains on creating a society that values, recognises and embraces women from all backgrounds, ethnicities and abilities.
Why wait centuries?
We have made progress, we’ve seen an ethnically diverse Prime Minster, more female CEOs, and greater representation in media! However, many studies show that women often lose their footing on the leadership ladder after a decade in their careers, after having a significant time out of the business and when they don’t have the right access or sponsorship. This reality leads to a stark underrepresentation of women in leadership roles, with only 11% female CEO representation and 0% female ethnic diversity within the UK FSTE.
While companies have made strides toward fairness, we must confront the daunting reality we face. In 2022, the World Economic Forum’s report on gender parity stated that achieving gender parity will take 132 years and doesn’t even account for the unique challenges diverse women encounter. The timeline for economic equality is even longer, this is why we focus on equity not equality. We need to understand the unique challenges, the nuances and disparities faced by women and ethnically diverse people, so we can ensure the right interventions are implemented for sustainable change.
The data indicates that we won’t see equality in our lifetime. Instead of waiting for change, we must act where we can. Equity means providing women with the tools they need to thrive—flexible working patterns, sponsorship, and opportunities to develop.
132 years is to long to wait.
To the women out there, if you want to advance and receive the recognition you deserve now, you must advocate for yourselves and create your own opportunities, and gain sponsorship from your male counterparts. It’s time to reclaim your power. If you can’t see it, strive to become it. When I started my career, I didn’t see women in senior roles who looked or sounded like me.
However, a mentor once told me that if you don’t see it, you have the power to become it! That has stuck with me for my whole career.
Being of African descent, my parents instilled in me the belief that I had to work much harder than my white counterparts for acceptance, good was not enough and my skin colour will hold me back! As women, a similar principle applies; we must push ourselves even further. Diversity of thought, is about the innovation and creativity of diverse minds
With all this, we can’t talk about Gender equality without talking about motherhood!
My children are sixteen, twelve, and three, and balancing work, marriage, motherhood, and caregiving has always been a challenge. When I returned to work with an eight-month-old, I faced judgment from those with more traditional views of motherhood. Yet, I understood the necessity of my return for career progression. In the early years, many sacrifices had to be made, that meant choosing between a school assemblies, sports days, work socials or crucial work meetings.
Fortunately, and one of the very few benefits of the pandemic, was the general understanding that people wanted to have more flexibility to fit their work around their lives. The workplace has come leaps and bounds and flexible and dynamic working has attempted to re-level the playing field! With one in nine stay-at-home parents being fathers, up from one in 14 in 2019, analysis from the latest Office for National Statistics data shows that more men are stepping in and taking up more home and parental duties which enables women to step into their careers.
I have a very supportive husband, and we navigate these challenges together, we compromise and support each others careers whilst ensuring our children get what they need to thrive. Hybrid working enables more women to merge their commitments without having to choose between work and life.
From a generational standpoint, millennials and Genz’s are reshaping work expectations. Over 32% of the world are of the Generation Z population and they are now moving into leadership positions in the workplace. Together, we thrive.
Progress is not uniform for everyone. Whilst progress should be recognised, not all will celebrate, as progress predominantly pertains to white women.
My experience 17 years ago was vastly different, and many faced similar challenges during the pandemic. Even with flexibility, working women disproportionately absorbed the burdens of COVID. Thus, it’s crucial to go beyond flexible working initiatives and take proactive steps to shape pathways for women.
The tap on the shoulder.
Unlike men, many women hesitate to apply for jobs unless they meet nearly all criteria. Thankfully, more companies are now taking a skill first approach, looking for soft inherent skills and experiences, then providing training thereafter. This will be revolutionary to the workplace, not only helping women but low socioeconomic communities enabling them to lean into their strengths and experiences. To seize future opportunities, women must be proactive in building networks, positioning themselves in the right spaces, and securing advocates.
The power of connection is transformative, enabling women to prepare for opportunities ahead of time. Waiting for the “apply” button means you may miss your chance. Twelve months before a role opens, start priming yourself through conversations, connecting with stakeholders, showcasing your strengths, and contributing. When the position becomes available, you’ll already be the ideal candidate. Trust me; men are doing this every day!
Want practical tips? Follow these steps:
– Understand where you want to go, and take your journey into your own hands.
– Speak to people, talk about your ambitions and goals
– Create a plan and make it plain
– Execute your career plan with strategy and focus
– Ask for more money
– Recognise your potential and apply for the job anyway!
Categories: News