Breaking the Barriers: Women Supporting Women in the Workplace and beyond

Introduction

In the corporate world, one would expect women to band together, supporting each other’s career advancements in a united front against systemic gender biases. However, a significant and often overlooked challenge persists: women acting as gatekeepers against other women. This phenomenon not only hinders individual progress but also perpetuates a cycle of limited opportunities and entrenched stereotypes. To foster an environment of growth and equality, it is imperative to understand this dynamic, its implications, and how we can cultivate a culture of solidarity and support among women in the workplace.

Understanding the Phenomenon

Women acting as gatekeepers refers to situations where women in positions of power or influence actively or passively hinder the career progression of other women. This can manifest in various forms, from withholding opportunities and mentoring to undermining their achievements. Studies have shown that this behavior often stems from internalized sexism, competitive pressures, and the perception of limited opportunities for women in leadership roles.

For instance, a 2018 study by the Harvard Business Review found that women are less likely to receive critical job assignments from female bosses compared to their male counterparts. This phenomenon, often termed the "queen bee syndrome," highlights the complexity of gender dynamics within corporate hierarchies.

Implications of Gatekeeping

The most immediate impact of gatekeeping is on individual women’s careers. When women fail to support each other, it leads to missed opportunities for mentorship, personal growth, sponsorship, and career advancement. This not only affects the professional growth of the individual but also reinforces the narrative that women must compete with one another for limited seats at the table.

Impact on Corporate Culture

Gatekeeping behaviors contribute to a toxic corporate culture, where mistrust and competition overshadow collaboration and support. This environment can lead to decreased job satisfaction, higher turnover rates, and a lack of diverse perspectives in leadership roles. Ultimately, companies suffer from a lack of innovation and reduced overall productivity.

Causes of Gatekeeping

Social and Cultural Factors

Societal norms and cultural expectations play a significant role in perpetuating gatekeeping behaviors. Women are often socialized to see each other as competitors rather than allies, especially in male-dominated industries where opportunities for advancement are scarce.

Organizational Structures

Corporate structures and policies can inadvertently encourage gatekeeping. For instance, organizations that lack transparency in promotion processes or that do not actively promote diversity and inclusion may create an environment where women feel they need to compete against each other for recognition and advancement.

Psychological Factors

Psychological theories suggest that internalized sexism and a scarcity mindset contribute to gatekeeping behaviors. When women believe that their success is contingent on outperforming other women, they may resort to gatekeeping tactics to secure their position.

Fostering Solidarity Among Women

Mentorship

Mentorship is a powerful tool for fostering solidarity among women. Senior women can play a pivotal role in guiding and supporting junior women, helping them navigate the challenges of the corporate world. Companies should actively promote and facilitate mentorship programs that encourage women to share their knowledge and experiences.

Networks and Alliances

Creating and participating in women’s networks and alliances can significantly boost solidarity. These groups provide a platform for women to connect, share resources, and support each other’s career goals. Companies should encourage the formation of such networks and recognize their value in promoting a collaborative and inclusive culture.

Awareness and Training

Raising awareness about gatekeeping behaviors and their impact is crucial. Training programs that focus on unconscious biases, diversity, and inclusion can help women recognize and counteract these behaviors. Organizations should invest in regular training sessions to foster a more supportive and inclusive workplace.

Policy Changes

Implementing organizational policies that promote transparency, equity, and diversity can reduce gatekeeping. Transparent promotion processes, diversity quotas, and inclusive leadership practices can create a more equitable environment where women feel supported and valued.

A Personal Story

T. was a senior executive at "Stealth" Corporation, she shared with me her extreme frustration of not being able to advance in her career within the company due to various reasons, some of which were unrelated to her. I vouched for T's promotion to a C-level position with the founders, a couple of months later the founders decided to promote her.

Conclusion

Women acting as gatekeepers in the corporate world / workplace is a complex issue with deep-rooted causes and significant implications. However, by fostering solidarity through mentorship, networks, awareness, and policy changes, we can create a more inclusive and supportive environment. It is time for women to break the barriers of competition and embrace the power of solidarity, opening doors for each other and paving the way for a future where women thrive together.

Call to Action

As readers, you have the power to make a difference. Whether you are in a position of influence or just starting your career, take proactive steps to support the women around you. Mentor a junior colleague, join or create a women's network, advocate for inclusive policies, and always strive to lift others as you climb. Together, we can transform the work landscape into one of equality, collaboration, and shared success.