Decoding Feminist Leadership
At its core, feminist leadership is a commitment to developing alternatives to traditional, hierarchical leadership and organizational cultures. This can take many forms, ranging from critical self-reflection on an individual level to the development of new decision-making processes on a communal level.
Most crucially, there is no clear definition or step-by-step roadmap to Feminist Leadership. It is a continuous process of learning and unlearning, both individually and in collaboration with others.
What do you think would be some of our biggest challenges when working with organizations trying to learn about and embed a feminist leadership approach?
Here are three potential challenges that organizations may face when attempting to learn and embed a feminist leadership approach:
How might you as a gender rights advocate tackle this challenge using feminist principles??
Out of these three challenges, one of the challenges that I personally have helped organizations deal with earlier is the aspect of institutional barriers. To address institutional barriers, it is crucial to embed feminist principles in the organization's culture.
This includes challenging bias and inequity, promoting inclusivity and intersectionality, and creating a supportive environment that allows for experimentation and learning. This approach aligns with feminist principles that prioritize systemic change and sustainable transformation.
To incorporate feminist principles in the day-to-day working of the organization, it is important to create a safe and inclusive space. To overcome resistance to change, it is essential to create a safe and inclusive space where all voices are heard and respected. This approach aligns with feminist principles prioritizing inclusion and equity, creating a foundation for change.
To address the lack of understanding around feminist leadership, providing education and training can help build knowledge and create a shared understanding of what a feminist leadership approach entails. This approach aligns with feminist principles that value education and personal growth.
For instance, some of the basic institutional barriers include not being open to the idea of changes in the workplace to accommodate diverse needs. One of the biggest examples that I can cite here is the menstrual leave policy. In my last project when I was researching on menstrual leave policy, there were some aspects of institutional barriers that I came across.?
In 2019, when I joined an internship, the office I was working in, didn’t have basic menstrual health products available in the washrooms. However, there were four different types of coffee available.
Why is this anecdote important, you ask?
1??Because you cannot talk about promoting gender equality in the workplace without making basic WASH infrastructure and sanitary products available.
2??While four types of coffee flavours might be enticing, the lack of basic sanitary products and clean washrooms can harm your health.
The lack of means for hygienic menstruation management can cause discomfort and psychological stress due to menstruation-related taboos and stigma.?
3??We spend at least 8 hours per day for five days a week almost every month in our office. The impact that office spaces have on your health is significant. In 2021, when I ran a survey interviewing around 125 menstruators from Kolkata, one significant finding from that survey was that only 14 of them claimed to have menstrual health products available at their office.
What can workplaces do to make workplaces more equitable?
??Making gender sensitivity workshops a mandatory part of HR policies at the workplace:?
Did you know that menstruators also include transgender and non-binary people? However, most of us are not even aware of this.?
The reason for such a lack of awareness??
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The absence of information and resources on such matters.?
This can be solved by providing adequate informative and interactive sessions at the workplace. This should also be made a mandatory part of workplace policies.
??Making discussions around menstruation a part and parcel of gender sensitivity workshops:?
More often than not, menstruation does not really become a mandatory part of gender sensitivity workshops. However, lack of awareness around menstruation can often perpetuate gender inequalities, the most common example being not being aware of how important and necessary is to make menstrual products available at your workplace.
??Ensuring flexible work hours and hybrid work options:?
The pandemic has shown us that not all work requires physical presence. Moreover, the pandemic has redefined what workplaces mean. It is not limited to the four walls of a physical set-up. Under such circumstances, it is important that companies normalize flexible and hybrid work options. This is especially beneficial for menstruators when they are on their periods and facing discomfort and pain.
Related read:
According to McKinsey's Women in the Workplace report, the pandemic has increased inequalities. While we are advocating for gender equality and equitable workplaces, we need to remember that men have an essential role to play by doing their part in sharing the workload, creating safer spaces for women to voice their concerns, and ensuring that they don’t compromise on their health and well-being.
Here's my own personal story of taking a feminist leadership approach in my day-to-day life:
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