EMERGING BEYOND THE BARRIERS

Tammi Durden

Here is a thought to consider. Although women are on the rise, there are unseen barriers purposefully constructed to stifle the ascension and progression of females in leadership. Global research continues to show that women often have lesser career advancement opportunities and are less likely to be assigned leadership roles. Women with authority often face a multitude of challenges that can hinder their progress as leaders. These challenges stem from societal norms, workplace culture, and even systemic issues. Take a brief journey with me as I uncover a few challenges faced by women in leadership and ways to eradicate these issues.

Gender Bias And Stereotypes

Unfortunately, traditional gender roles can make it harder for women to be seen as leaders. Women often face bias and stereotypes about their capabilities, particularly in leadership roles. These biases can manifest in assumptions about their emotional stability, competence, or ability to make tough decisions.

Potential solutions to conquer Gender Bias and Stereotypes:

• Data-Driven Decisions: Using objective metrics for hiring, promotions, and performance evaluations helps reduce bias in decision-making.

Microaggressions can contribute to feelings of isolation, decreased confidence, imposter syndrome, and can hinder women's career progression by making them feel less valued or taken seriously in their leadership roles.

• Mentorship Programs: Providing mentorship opportunities where women can get support from other leaders helps empower them and counter stereotypes.

• Awareness and Training: Companies can implement unconscious bias training to help employees recognize and combat gender biases.

Workplace Discrimination And Microaggressions

Women in leadership roles are often subjected to overt or subtle forms of discrimination, such as being undermined, interrupted, or having their ideas dismissed. Microaggressions can contribute to feelings of isolation, decreased confidence, imposter syndrome, and can hinder women's career progression by making them feel less valued or taken seriously in their leadership roles.

Strategies to combat Workplace Discrimination and Microaggressions:

• Microaggression Interrupters: Create and use pre-planned phrases or actions to diffuse biased comments in real time.

• Encourage Respectful Communication: Promoting a culture of open communication and mutual respect can reduce these behaviors.

• Clear Anti-Discrimination Policies: Organizations should enforce clear policies against discrimination and microaggressions, with channels for reporting and resolving complaints.

Imposter Syndrome

Impostor syndrome is a pervasive challenge faced by many women leaders. It refers to the feeling of inadequacy or self-doubt, despite evidence of competence or success. Women may doubt their abilities and feel like a fraud or imposter, leaving them with the belief that they are not as capable as their peers, even when they have the necessary skills and qualifications. Recommendations to remedy Imposter Syndrome include:

• Celebrate Achievements: Organizations can encourage recognition of women's accomplishments, helping them internalize their value.

• Confidence-Building Programs: Mentorship, peer support groups, and leadership coaching can help women build selfconfidence.

• Professional Development: Providing opportunities for skill-enhancement can prove to be of paramount importance to women in leadership.

Ultimately, by taking accelerated action and addressing these challenges head-on with targeted solutions, organizations across the globe can create an environment where women in leadership roles will thrive, ensuring a more equitable and inclusive marketplace.

For more information about Tammi Durden, visit her website at www.tammidurden.com