This past week, the International Women’s Day was recognised. Social media flooded with inspirational quotes and success stories, and many companies promoted their support for women in the workplace.
Although it is always good to pause and recognise any work well done, what really matters for a woman’s professional success, in many cases, is equal expectations and treatment. Expectations on both sides of the equation — what companies expect and what women expect from themselves — should not be any different from what is expected from a male worker.
Making exceptions for a woman based on gender is simple discrimination that is unfair to her and to her coworkers, and it also underestimates her skills and capabilities. And with those exceptions often come a narrower scope of responsibilities and fewer opportunities, which eventually limit her exposure and ability to keep pace with male peers. Getting out of the way may be the best approach that allow women to grow and achieve their full potential in the workplace — and in life generally.
Companies that have fair policies regarding pregnancy and maternity should have the one major difference between the two genders covered. Otherwise, job duties and expectations should remain the same for both genders, and so should the pay.
Working women also should not expect any preferential treatment in the workplace. If you accept a position that requires you to pick up heavy items, drive to remote places, or work after hours, it is your responsibility to get the job tasks done — rather than expecting support or extra coverage from male coworkers. This change in mindset helps everyone. It keeps workloads equal, and helps reshape the image of working women in places that have become accustomed to extend social courtesy to professional settings.
If a female worker needs a special accommodation as a result of her physical limitation or family situation, that should be evaluated as it comes up — and just like a male worker asking for the same. But it should not be expected that every other woman will require similar accommodation simply because of her gender or family status.
A matter of image
In many societies and social circles, women are excepted to be agreeable, pleasant and giving. Although this could — or could not — be conducive to some personal relationships, it gets in the way of professional advancement. If you’re in a position where you need to bring in your expertise and knowledge, manage others and introduce change, expect some conflicts. Avoiding confrontations can work sometimes, but in the long run, you must learn to put your foot down sometimes.
Being assertive as a woman can be surprising if you work in an environment that is not used to female leadership. It could take time and overcoming a good amount of resistance before you can get the collaboration and buy in from most of the stakeholders, coworkers and subordinates. But it is certainly worthwhile, because in the long run, you will be able to achieve what your position entails in terms of introducing change and leadership.
Emotion-free
Women are perceived to be emotional, not only in a negative way as breaking into tears when faced with setbacks, but also in a positive way as providing empathy, compassion and motherly understanding. In a workplace, all emotions should remain in check. Yes, you can feel for a co-worker who is going through a life crisis or another who is struggling with change, but your understanding should stop there. Preferential treatment and special accommodations should be in line with policy and overall company rules — and should not get in the way of getting the work done.
Similarly, if you’re a woman in a leadership position, work on your reactions to work difficulties. Steer away from any emotional outbursts, personal attacks or any reaction that might trigger misconceptions about women in the workplace.
Your professional persona might not be as warm and fuzzy as many would expect, but it would be professional and fair to all, including yourself. It also is not any different from what many women — and men — do on day-to-day basis in many companies that have healthy work environments.
Set the tone
Meanwhile, nip in the bud any sexist comments whether serious or casual. Patronising women in the workplace takes different shapes and forms, and one of them is communication. Although you should not pick a fight with coworkers or supervisors, make sure you call them out on any behaviour or remark that expects less from you because of your gender.
Regardless to your position, you should always expect others to treat you with respect and recognise you as a professional and an equal. That is how your company and coworkers should celebrate your contributions to the workplace.
The writer, a former Gulf News Business Features Editor, is a Seattle-based editor.
Women in the workplace
Don’t expect special treatment or expectations
Expect resistance but eventual collaboration in some workplaces
Don’t allow sexist comments or patronising tone
Be comfortable with your professional persona
