The Visibility Paradox: Be Visible, But Don’t Promote Yourself

At work, visibility often equates to opportunity. The more visible you are, the more likely you are to be recognised for your contributions, considered for promotions, and offered opportunities to advance your career.

But for many women, achieving the right level of visibility is a delicate balancing act. This is the essence of the Visibility Paradox that I write about in Women Rising - women are encouraged to make themselves seen and heard, yet they risk being penalised for self-promotion or appearing "too ambitious."

WALKING THE TIGHTROPE OF VISIBILITY

The visibility paradox is particularly challenging for women because societal expectations often conflict with professional demands. From a young age, women are conditioned to be humble, to avoid appearing boastful, and to prioritise communal goals over individual achievements.

But in the workplace, these ingrained behaviours can hinder career advancement. Women are often told to "lean in," to speak up in meetings, and to take credit for their work. However, when they do, they can be labelled as "aggressive," "self-serving," or "full of themselves."

This double standard forces women into a difficult position: they must find ways to be visible and advocate for themselves without crossing the invisible line that might lead to backlash.

This paradox is not just a theoretical concept; it plays out in real workplaces every day. Women like Lena, a film director in California, and Jasmine, a founder in the construction industry, know this struggle all too well. Lena has to fight harder than her male counterparts to gain the same recognition, while Jasmine feels exhausted by the constant need to prove her worth in a male-dominated field.

Even at the highest levels, the visibility paradox persists. Ava, a CFO at a Fortune 500 company, has to navigate a fine line between asserting her achievements and being perceived as "too ambitious" or "intimidating." The qualities that helped her rise to the top are the same ones that can alienate her in the boardroom.

This paradox can leave women feeling trapped - struggling to balance the need for visibility with the risk of being unfairly judged.

THE UNSEEN CONTRIBUTIONS

A significant aspect of the Visibility Paradox is the frequent underestimation or complete disregard of women's contributions. Picture Vanessa and John, colleagues at a legal firm who worked equally hard on a project. When the time comes for recognition, John's work is praised, while Vanessa's efforts are largely overlooked.

This scenario is all too common and is a result of attribution bias, where women's contributions are undervalued or credited to others. Studies show that women are more likely to be talked over, interrupted, and have their ideas attributed to male colleagues. This bias can be even more pronounced for women from marginalised groups, such as Women of Colour, who often face additional challenges in being recognised for their work.

The intersection of age and gender also plays a role. As women reach midlife, they often become invisible in the workplace, especially when most decision-makers are men. This invisibility can have profound career implications, making it even harder for women to gain the recognition they deserve.

THE COST OF STAYING INVISIBLE

For many women, the response to the visibility paradox is to intentionally stay under the radar. They might choose to remain in the background, avoiding self-promotion and conflict to maintain workplace harmony. But this strategy comes with significant costs.

Women who choose to stay invisible often find themselves liked but undervalued. They may avoid the backlash that can come with being too visible, but they also miss out on the opportunities that visibility can bring. This intentional invisibility can hinder career advancement and reinforce the very gender biases that women are trying to navigate.

BREAKING THE PARADOX

To address the Visibility Paradox, women need to find ways to advocate for themselves that feel authentic and effective. Here are a few strategies to consider:

• Strategic Sharing: Recognise that sharing your accomplishments is not bragging; it's an essential part of professional growth. Regularly update your manager on your contributions and the impact of your work.
• Craft Your Narrative: Develop a clear and compelling narrative about your work and its value. This helps you communicate your contributions confidently without feeling like you're boasting.
• Build Alliances: Find allies and mentors who can help amplify your voice and advocate for your visibility. These relationships can be critical in helping you gain the recognition you deserve.
• Visibility Pact: Partner with other women in your organisation to support each other's visibility. By promoting one another's work, you can create a culture of mutual support and recognition.
• Use Digital Platforms: Leverage social media and professional networks like LinkedIn to showcase your expertise and achievements. This can help build your personal brand and increase your visibility outside of traditional workplace channels.

REFLECTION QUESTIONS

1. Have you experienced situations where your contributions were overlooked or misattributed to someone else? How did that impact your confidence and career progression?

2. When have you hesitated to promote your accomplishments out of fear of being perceived as boastful or arrogant? What was the outcome?

3. In what ways have you seen gender norms affect the visibility of women in your workplace? How can these norms be challenged?

4. How do you balance the need for visibility with the risk of facing backlash or criticism? What strategies have worked for you?

5. Have you formed or participated in alliances with other women to support each other's visibility? How has this impacted your career?

If these reflections resonated with you, I encourage you to explore more about these challenges and how to navigate them. Women Rising offers practical guidance and inspiration for every woman who is ready to rise above the limitations imposed by outdated societal norms.