EmpowerHER: Unveiling Corporate Dangers When Women Don't Support Each Other

By Dr. Cindy Wheeler

This article explores the dangers that arise when women don't support each other in the corporate world. #womenempowerment #genderequality #womeninspiringwomen #womenleaders #womeninbusiness

In the dynamic landscape of the corporate world, fostering a culture of women empowering other women is not just a commendable notion, but a strategic imperative for collective success. This article explores professional female dynamics and comments on the task of navigating intricate challenges. The first challenge involves the dangerous landscape where certain women, instead of amplifying the voices of their counterparts, choose to stifle and silence them. A second dimension emerges, examining instances where women appropriate ideas to others—a behavior akin to "bropropriating" but manifesting within the unique dynamics of female interactions in the professional setting. Lastly, this exploration of challenges uncovers scenarios where women become entangled in the status quo, projecting an image favorable to superiors at the cost of hindering diversity, equity, and inclusion (DEI) initiatives. The ability to identify and comprehend these patterns proves pivotal for offering an approach to navigating such encounters and fostering a corporate environment that champions inclusivity and collaboration.

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Successfully navigating the intricate challenges within the corporate world demands a formidable set of skills and strategies, with the phenomenon of women silencing their counterparts instead of amplifying their voices standing as a perplexing obstacle to the principles of empowerment. This perplexity often stems from a desire to avoid discomfort that may arise when another female asserts herself in the professional realm. In some corporate cultures, the act of speaking up is not universally embraced, and individuals may succumb to a prevailing groupthink mentality, conforming to a culture of politeness and obedience that discourages dissent.

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Additionally, some challenges exist for women who assert themselves, as the very act can be contrary to established gender norms. Breaking away from traditional expectations, some women may find themselves navigating a delicate balance between being assertive and avoiding backlash. Moreover, the fear of being labeled a troublemaker can weigh heavily on a woman who dares to raise her voice independently. The repercussions for her reputation and personal brand can be severe, potentially hindering professional growth and opportunities. However, when other women join forces, agreeing, supporting, and amplifying these ideas, the unified voices serve as a shield for the individual who initially spoke up. This collective support not only saves her brand and reputation but also empowers her voice in the process. The ripple effect extends beyond the immediate situation, reducing the fear for other women to speak up and contributing to the cultivation of a corporate culture characterized by inclusivity, where diverse perspectives are not only accepted but celebrated.

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A second concern emerges when women engage in the practice of appropriating ideas from their female counterparts, akin to the phenomenon known as "bropropriating." Bropropriating, a term highlighting the appropriation of ideas by men from women in professional settings, creates a significant barrier to women receiving due recognition for their contributions. Such misappropriation not only hampers the development of a strong professional reputation and brand but also undermines the authentic contributions crucial for cultivating a leadership image, creating a significant hindrance in her career trajectory.

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The impact of idea appropriation extends beyond professional realms and delves into the psychological well-being of women in the workplace. The persistent experience of not being treated fairly can take a toll on mental health, fostering frustration and a sense of being undervalued. It is crucial to emphasize that this issue is not confined to male counterparts alone; women can also engage in appropriating ideas from their female colleagues. Recognizing this, it becomes imperative for women to support and advocate for one another actively, ensuring that recognition is attributed where it truly belongs. Moreover, men can play a crucial role in creating awareness around the misappropriation of ideas and become allies to women in combating this issue. By fostering a collective commitment to recognizing and addressing idea appropriation, both men and women contribute to building a workplace culture that values fairness, equity, and the authentic contributions of every individual. In this collaborative effort, a more inclusive and supportive environment emerges, ultimately contributing to a healthier and more equitable workplace.

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Moreover, an additional concern surfaces when some women become entangled in the prevailing status quo, consciously projecting an image that aligns with the preferences of their superiors while inadvertently impeding progress in diversity, equity, and inclusion (DEI) initiatives. This hindrance manifests in various ways, including instances of gaslighting where women are made to feel guilty for advocating change that fosters greater equity, being subtly coerced into a stance of gratitude for existing circumstances. Another manifestation involves making these women feel like they are the problem, deflecting attention from systemic issues. The ramifications of gaslighting in such instances are profound, eroding psychological safety within the workplace. When women bravely open up to their female counterparts, exposing vulnerabilities in pursuit of fostering positive change, only to encounter gaslighting, it engenders feelings of exclusion and betrayal. This emotional toll, coupled with the stress, not only hinders personal well-being but also poses a formidable obstacle to fostering a workplace culture of genuine inclusion and collective progress.

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To foster a more empowered and inclusive corporate environment, women and their allies should actively strive to dismantle barriers that contribute to silencing, misappropriation of contributions, and the preservation of the status quo at the expense of diversity, equity, and inclusion (DEI) progress. To assess one's contribution to empowerment, individuals can reflect on questions such as: Am I actively amplifying the voices of my female colleagues? Do I ensure proper recognition of their contributions? Am I challenging and questioning existing norms that hinder progress? By consistently examining our actions and fostering a culture of support and inclusion, we pave the way for women to thrive and contribute meaningfully in the corporate landscape.

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