#Breakthebias - International women's day article

#BreaktheBias

With International Women's Day fast approaching, I thought it would be timely to talk a bit about my personal experiences as an Executive Recruiter and career coach in predominately male-dominated industries.?The International Women's Day 2022 campaign theme of #BreaktheBias is a call to actively call out gender bias, discrimination and stereotyping each time you see it.

?The International Women's Day website says the following:

Imagine a gender equal world.

A world free of bias, stereotypes, and discrimination.

A world that is diverse, equitable, and inclusive.

A world where difference is valued and celebrated.

Together we can forge women's equality.

Collectively we can all?#BreakTheBias.

I love the idea that difference is valued and celebrated. ?I love the theme for this international women's day and am a passionate advocate for women advancing their careers.

Many studies have shown that men and women are more similar than different. ?This is true cross-culturally; however, there are differences that do exist.

Statistically, some differences are that men are less agreeable, can be more competitive, tougher minded, sceptical, unsympathetic, independent, stubborn and critically minded. Women are higher in negative emotion and can experience more anxiety, frustration, grief, self-conscious doubt and disappointment.

The largest sex difference identified in psychological studies is that men are comparatively more interested in things and women in people. ?If you are interested in reading more about this – here are two interesting studies: One by researchers at Berkley and one from the international journal of psychology.?These are not small studies; tens of thousands of people participated (and these are well-respected journals).**

But how do these differences manifest when it comes to career advancement? ?For this article, I will be referencing my personal experiences under two hats – the first as an executive recruiter and the second as the co-founder of the Path to Promotion – an online career development academy.

Over ten years ago, I committed to delivering diverse shortlists – and I predominately recruit in typically male-dominated areas.?In addition, the workplace gender equality agency reports that in Australia, women occupy only 32.5% of key management positions, 18.3% of CEOs and 28.1% of Directors (across all industries). ?This means that the female executive candidate pool is smaller. ?On average, most of my advertisements will attract between 80 and 90% male candidates. ?The Harvard Business Review has repeatedly reported that a man will apply for a role if he holds 40-50% of the skills, but a woman will hold off unless she has 80-90% of the skills. ?This is my lived experience. ?Most of my role is "headhunting" women and convincing them that they have the skills for a particular role that I am recruiting. ?Often, the women that I "headhunt" are surprised when they get the role, but it usually involves me doing a fair bit of "pushing", or what I like to call "encouragement".

?A lot of my role also involves coaching women (especially in confidence).?The previous study I referenced reported that women often experience more self-conscious doubt than men.?My personal experience reflects this finding - even highly successful women (who you would least expect) experience self-doubt when it comes to putting themselves forward for a more senior role.??

?At the Path to Promotion, our Success Accelerator course has had incredible success with women. ?42% of our female graduates have received a promotion in the 12 months after completing the course, and a whopping 72% of our female graduates have received a pay rise.

I have personally championed several women into roles that had never had a woman in it before. ?I am proud that I deliver close to 50% women on my shortlists (I am currently sitting at 48.9% for the last 12 months – so close!) in industries that are typically male-dominated.

?Interestingly, 56% of my placements since 2018 have been female, which shows that if you commit to delivering a diverse shortlist (and it is not easy), great female talent can get the opportunities they might not have actively sought out themselves.

?I have also had the pleasure of working with some great companies committed to excellent diversity outcomes. ?An example is ADCO Construction, which is female-owned, and the "Women of ADCO" program leads an exceptional agenda. ?For example, in the last 12 months in Queensland, 50% of their hires have been female, as have 50% of promotions. ?There are great news stories like this in our midst (shout out to Brad Eathorne, the Queensland State Manager!) with great leaders who see the value in a diverse workforce.?These should be shared and celebrated!

What is the purpose of this article? ?To encourage any woman reading this to actively invest in your self-development and be confident enough to put yourself forward for a promotion, pay-rise or more senior role.?Celebrate your differences!

?Enjoy International Women's Day – reach out if I can be of service.

?I'd love to hear any good news diversity stories below…..

?Kindest regards, Ineke McMahon?