While there are more women in leadership and management positions than ever before, the workplace remains a male-dominated terrain, with men still holding the majority of top positions in government, commerce and industry.
Though Sheryl Sandberg, the CEO of Facebook and one of Time’s 100 Most Influential People in the World, is widely-known for her view that women unintentionally tether their own career advancement because of lack of domestic assertiveness, social expectation, poor self awareness and lack of confidence, Natalie Maroun, chief strategist at local performance agency LRMG, says there are other factors that hold women back – most specifically, an environment that is not inclusive.
“Sandberg says that societal norms and gender stereotypes have influenced how women ‘should’ behave for centuries and that it’s up to women to redefine this,” she says. “This is certainly true. In the South African context, we are still grappling with women inequity issues far greater than those faced in other similarly globally competitive countries.
“Beyond salary gaps and lack of female representation in leadership in the private sector, we have some of the highest rape, domestic violence and women abuse statistics in the world. As a result, we have large numbers of women who are dealing with the after-effects of this, including lack of confidence, low self-esteem, feelings of inadequacy and inability to trust and build relationships.
“However, it is going to take a lot more than more self-confident women to redefine this context,” Maroun says. “Women empowerment in the workplace must go beyond encouraging women to go for their career goals with gusto, raise their hands more, or assert their place at the boardroom table.
“If we are to see more women in leadership positions, and see real empowerment of women in the workplace, the environment as a whole has got to change to be more gender neutral and more inclusive, while acknowledging that women are fundamentally different to men.”
In her latest book, Lean In, Sandberg provides practical advice for women on negotiation techniques, mentorship and building a satisfying career. While the book has earned Sandberg some criticism, Maroun says it does make some useful points, even for South African women.
“Sandberg encourages women to behave like men. This is what she refers to as ‘leaning in’ rather than pulling back by negotiating harder, raising their hands more and being more self-confident.
“This behaviour should not be seen as masculine,” Maroun adds. “In fact, it should be encouraged in all people, most specifically women. Women really should understand how men do business, how they negotiate, how they operate with confidence, and how to behave accordingly to motivate for promotions.
“We learn from others’ experiences. Historically, men have been active in the workplace a lot longer than women have. Women should look to the current norm, set predominantly by a male dominated workforce, and seek to understand it in order to understand the structure that they’re part of, and how to change that structure to make it work for them.”
Maroun also agrees that building self-confidence, self-worth and self-value are crucial to women empowerment.
“Women mustn’t be afraid to challenge norms. There are traditional mindsets that women who want to succeed in a corporate environment will need to challenge. It’s okay if women want to remain unmarried or to not have children. It’s also okay if married women, with children, want to gain and maintain leadership positions.”
“Sandberg says that societal norms and gender stereotypes have influenced how women ‘should’ behave for centuries and that it’s up to women to redefine this,” she says. “This is certainly true. In the South African context, we are still grappling with women inequity issues far greater than those faced in other similarly globally competitive countries.
“Beyond salary gaps and lack of female representation in leadership in the private sector, we have some of the highest rape, domestic violence and women abuse statistics in the world. As a result, we have large numbers of women who are dealing with the after-effects of this, including lack of confidence, low self-esteem, feelings of inadequacy and inability to trust and build relationships.
“However, it is going to take a lot more than more self-confident women to redefine this context,” Maroun says. “Women empowerment in the workplace must go beyond encouraging women to go for their career goals with gusto, raise their hands more, or assert their place at the boardroom table.
“If we are to see more women in leadership positions, and see real empowerment of women in the workplace, the environment as a whole has got to change to be more gender neutral and more inclusive, while acknowledging that women are fundamentally different to men.”
In her latest book, Lean In, Sandberg provides practical advice for women on negotiation techniques, mentorship and building a satisfying career. While the book has earned Sandberg some criticism, Maroun says it does make some useful points, even for South African women.
“Sandberg encourages women to behave like men. This is what she refers to as ‘leaning in’ rather than pulling back by negotiating harder, raising their hands more and being more self-confident.
“This behaviour should not be seen as masculine,” Maroun adds. “In fact, it should be encouraged in all people, most specifically women. Women really should understand how men do business, how they negotiate, how they operate with confidence, and how to behave accordingly to motivate for promotions.
“We learn from others’ experiences. Historically, men have been active in the workplace a lot longer than women have. Women should look to the current norm, set predominantly by a male dominated workforce, and seek to understand it in order to understand the structure that they’re part of, and how to change that structure to make it work for them.”
Maroun also agrees that building self-confidence, self-worth and self-value are crucial to women empowerment.
“Women mustn’t be afraid to challenge norms. There are traditional mindsets that women who want to succeed in a corporate environment will need to challenge. It’s okay if women want to remain unmarried or to not have children. It’s also okay if married women, with children, want to gain and maintain leadership positions.”