Since starting Generation Women, there’s a question I keep wrestling with: Are we damaging efforts towards equality by creating women’s networks and events? I have a strong belief that the problem can’t be fixed by having the conversation on our own, as effectively we are strengthening ingroup and outgroup identities.
If women focus their attention on creating strong networks, are they creating bigger barriers for themselves? Does it mean we’re missing an opportunity to strengthen connections across gender, have meaningful conversations that will progress the equality issue?
I also have concerns that companies are seeing this as a cheap fix to a major issue. As of April this year, all UK companies are required to publish their gender pay data. That means shining a spotlight on themselves and risking serious scrutiny and upset. Look at the BBC. The publishing of pay inequalities has fed a movement, which one hopes can only mean progress, but no doubt will be a source of major headaches and potentially legal proceedings for many businesses to come. This combined with the movements of #MeToo, #TimesUp, and many more that signal a collective awakening and activism to combat harassment and inequality.
The result is businesses need to be seen to be doing something. They can’t afford to ignore it, and hope the problem will go away. After all it likely effects a sizeable chunk of their workforce. It’s a risk to future recruitment, to employee retention, and to their bank balances. Cue a lot of businesses making knee jerk reactions and throwing a little bit of budget behind D&I. An easy solution, encourage the women to start their own network. That Lean In stuff seems to be going well doesn’t it? It’s their problem, they can sort it out. Maybe even, and yes this is an actual quote “a lady managers course will help them be more confident”.
Now, that’s not to say that women’s networks are a terrible thing. Quite the opposite in fact. I have been involved in the support and development of many that are doing amazing things. They are measurably and anecdotally delivering transformational change. Shawn Achor recently produced a study demonstrating the impact of women’s conferences, demonstrating that women that had attended were almost 3 times as likely to get a promotion or receive a payrise. According to McKinsey’s Women in the Workplace report, women in peer support circles are; more confident and ambitious, more likely to ask for and receive promotions, and more aware of the role gender plays at work. 85% of Lean In members attribute a positive work outcome to their involvement in a Lean In circle.
Last year I was fortunate enough to co-lead the leadership development of arguably the best network I’ve ever been involved with. Lean In Belfast, started by Nuala Murphy, has been phenomenally successful. Rapidly growing from 4 people to over 1,000 in just over a year, we partnered with All State to provide a year-long programme of learning free to all members. Over 700 women came through the doors and benefitted from the experience. Learning about everything from unconscious bias to personal brand, interview skills to leadership style. The sessions provided a blend of networking, learning, and practical tips to equip attendees with the tools to take control of their careers and ambitions.
Myself and Lisa Strutt were in the privileged position of being able to facilitate this and witness the interactions. Networking is an activity most people find awkward, and women even more so. This is a long way from what we witnessed. The only way I can describe it, is as a room of friends that just haven’t met yet. The openness and support was magical to watch, and the connections made meaningful. We finished the year with a graduation celebration and heard some of the many stories of impact that the sessions had delivered for the attendees. Helping build confidence, progress careers, and even physical transformations. It’s undeniable, when women raise each other up, they all rise.
The problem is, this requires cultural change. One solution isn’t going to cut it alone. It needs to be a more holistic solution. The interventions and networks need to exist within a wider programme of change. Imagine there’s a sewage spill into the sea, and you take the fish out and give them a tablet to treat them, and throw them back in the dirty water. They’re not going to thrive in their environment. This is the same. Build the networks, AND look at your policies, training, and pipelines. Start meaningful conversations about what a culture of inclusivity looks like. Involve, include, and make meaningful change. That way we can all be happier at work.
Sinead is the Director of Generation Women, whose mission is helping female talent rise to the top. She is a Career and Leadership Coach, and Diversity and Inclusion specialist. She has almost 20 years’ experience of developing leaders and transforming cultures in global corporates. She’s also the Director of Leadership Development for Lean In Ireland, and a passionate advocate for equality.
Website: https://genwomen.global/
Facebook: https://www.facebook.com/GenerationWomen/
LinkedIn: https://www.linkedin.com/in/sinead-sharkey/
Twitter: @genwomenglobal
