We’ve all encountered the story about senior women who do not extend their support to those younger in their careers. (Yet, we seldom hear about the personal struggles these senior women have endured and the impact it has had on them.) We’re aware of the “mansplainers,” the subtle harassers, and the “underminers” that young women encounter in the workplace.
Some women may dispute the foundation of this article. They may claim to view themselves as individuals or that their employers don’t recognize gender as a factor. They might assert that they have never faced sexism. However, this perception can change in an instant.
Beyond establishing a procedure for when challenges arise—such as ‘reporting to HR or seeking legal assistance’—women’s networks possess valuable insights on how to effectively navigate the professional environment as a woman. Consider the experiences of your colleagues regarding maternity leave. Are there certain male coworkers who may not be safe to work alone with? Are there clients who may struggle to acknowledge a woman’s expertise during a pitch? What are the most effective strategies to address these and similar challenges?
Fortunately, modern professional women belong to a substantial demographic, one that has cultivated a wealth of advice for maneuvering through the occasionally hostile landscape of corporate politics. While some guidance may vary depending on one’s career stage—like negotiating as a woman or deciding on appropriate attire—it’s crucial for women aiming to transform workplace culture to support one another irrespective of their individual titles.
Strategies for women supporting women in the workplace
So, what steps can an aspiring young woman take to uplift her peers?
1. Network across levels.
It’s easy to concentrate networking efforts on those in senior positions since they often provide the greatest resources and opportunities. However, this approach has two significant drawbacks. Firstly, many senior roles within organizations are still predominantly held by men. While fostering relationships with male colleagues is important, building a robust network of women is equally essential.
Secondly, if we aspire to a more progressive workplace, the women at your level and below will eventually shape the future of your organization. Supporting their growth and fostering camaraderie with them is advantageous for your own career. A collective rise in women’s success can enhance your chances of advancement. You might even manifest your dedication to supporting female careers by forming what author Jessica Bennett refers to as a Feminist Fight Club. This group will focus on strategizing for career progression and combating workplace sexism together.
2. Acknowledge the office’s domestic responsibilities.
Who’s responsible for making coffee and ordering lunch? Which individual coordinates birthday cards and celebrations? Who collects contributions for gifts? All these activities involve labor, but they often go unrewarded and rarely lead to bonuses or promotions for those performing them. Described by a Harvard Business Review article as “office housework,” these tasks are more frequently volunteered by women and tend to pressure them into accepting such responsibilities. The ideal remedy? Remove the voluntary aspect and implement a systematic rotation for these duties. Establishing a way to share these tasks fairly will benefit future generations of women immensely.
3. Women supporting women should avoid the gossip trap.
Gossip is an intrinsic aspect of human connection, fostering bonds within a group that inadvertently sets it against outsiders. In a male-dominated workspace, engaging in gossip about other women can seem like a way to integrate into the “inner circle.”
While it’s accurate that women can exhibit unkind behavior, pay attention to underlying language like “difficult,” “drama queen,” “emotional,” “demanding,” and the like, which might signify something deeper. If male colleagues consistently undermine a senior woman’s contributions, for instance, it could indicate a bias against female leadership. Instead of participating in negative talk, consider building a supportive relationship with her.
4. Amplify each other’s voices.
A prolonged observation of workplace meetings reveals a recurrent issue: a woman begins to make a point, only to be interrupted by a man. Alternatively, her idea might be overlooked and later reiterated by a male colleague, who garners full credit for it. This leads not only to frustration but also reinforces the harmful trend of men receiving recognition for women’s contributions.
Fortunately, there’s a precedent for counteracting this behavior. According to a report by The Washington Post, female aides during the Obama administration employed a strategy to uplift their peers: “When a woman made an important point, others would echo it while acknowledging its source. This compelled the men present to acknowledge the contribution and prevented them from appropriating the idea as their own.”
5. Women supporting women create a culture of empowerment.
As you advance in your profession, you will encounter opportunities to uplift the women who come after you. Unfortunately, even in your own identity group, implicit biases may exist. When selecting individuals to be part of decision-making processes, be cautious not to choose solely based on superficial similarities. Make it a weekly habit to take new women within your organization out for lunch. This practice keeps their names and contributions fresh in your mind, particularly during discussions about promotions or special recognitions.
Cultures have a propensity to perpetuate themselves, for better or worse. Transforming the culture for yourself and the women surrounding you can lead to a workplace where women not only survive but thrive.
