We Women

For the last few weeks and quite characteristic for March, I have been a part of many a conversation by and about women.?These dialogues have been happening at the level of universities, small and large groups in organizations, federations, and associations - and while a critical part of the inclusion dialogue, the rhetoric has only evolved over the last decade or more.

Here are some of the key points that women brought to the table:

1. We Women are under-leveraged - primarily because the expectation is for us to be a part of the norm which, in itself, is mainstream masculine in style.
2. We Women do not have friends at the workplace - primarily because women are far too busy watching their own backs, and men don’t know how to be friends with us.
3. We Women are not included - primarily because it’s still easy to bully us with ideas of our competence or authority not being equal to men.
4. We Women face workplace harassment, both overt and covert - primarily because there is a perception that we might be too embarrassed to raise our voices.
5. We Women do not have the same career progression - primarily because we are not a part of the cliques, and friend's groups and boy’s clubs that support each other.
6. We Women do not have networks of support - primarily because there are too few women in senior roles and thus the networks do not offer possibilities to grow.
7. We Women stop pursuing career advancement - primarily we do not receive equal returns for the work we do. It’s easier to step out of an unfair race than be a part of it.
8. We Women are problematic - primarily when we raise our voice and ask for what is fair it creates noise and thus we must be quiet/er so that business can go on as usual.
9. We Women don't look out for each other enough - primarily because there's more security in aligning with the powers that be, rather than nurturing our own.

The issues cannot be camouflaged and the impact of lack of fairness, marginalization, aggression and partial / inequitable behavior cannot be ignored. However, the question that has agency is 'where does the solution lie?' Will the ecosystems that surround women at work and at home hold responsibility or will women rise to hold their power? There's no denying that both are interdependent value systems that can lead to sustainable solutions when activated simultaneously and with equal awareness.?Who then will take the first step? Systems continue to speak of the effort they are making to progress women, and women continue to address the inequity while acknowledging that some change has most certainly taken place.

To Systems, I say:

1. Representation is not the solution, but the tip of the iceberg. It’s great to have 50% women in the workplace, but are you leveraging the women at the workplace, promoting them, acknowledging their capabilities and contribution, and recognizing that the withering numbers in leadership are our responsibility?

2. Cultures are primarily masculine and do not address the absence of open dialogue, disagreements and complaints. It is our responsibility to address the invisible experiences and surface them to create accountability for intent and action.

3. The Privilege of a system lies in the influence it holds, and we need to not only hear the voices that say they feel devalued, disrespected and uncertain, but also do something about it.

4. Teach Wholistic Leadership that integrates and leverages the differences between women and men without making a case for sameness.

5. Speak of women in the context of Leadership - not Diversity. The greater idea is not just including, but holding space for multiple facets of power including the gentle power that women bring.

To We Women, I say:

1. Remember being invited to the party and asked to dance is not our choice or prerogative. Staying or leaving is on us.

2. We are a part of the systemic change process and speaking of workplace justice and fairness as a human right is great, and yet insufficient. We need to hang around to do right.

3. Inequity creates fear and triggers the amygdala, and quite like when accosted by a tiger, we run. The old structures expect women to run and recede. Staying spells out that we know the pattern of the threat and have the skill and competency to rewire the system with our participation.

4. Establish We Women networks and actively support each other. We can address workplace dynamics by building a circle of influence that define the uniqueness of the feminine style of leadership, principles of an integrated workplace, and support structures to progress.

5. Replace the issues with becoming the change. Replace the complaints with your own solution to the issue. Superimpose the problem with clear resolve, a clear voice and a clear ask.

6. If you have decided to stay, be ambitious to play and make the field equitable by your participation.

To make this change We Women need to recognize the nature of change as a collaborative, compassionate and structure process where we all have a role to play. What we wish to achieve needs each of us to step into our power and use it for the benefit of the whole system and not just what is familiar. Lets address WeWomen as a Leadership challenge in the world - this is no longer a Diversity issue.