Why do we continue to use gender as a defining characteristic?

In recent years, female specific networking and support groups have gained significant traction, aiming to bridge the gender gap in traditionally male-dominated industries. While these efforts are well-intentioned and definitely have their place (and I have attended and supported many of them), I also think that they raise important questions about the fairness and efficacy of using gender as a defining characteristic.

Looking at the definition of a defining characteristic, it is a quality or feature that is distinctive and specific to a person, thing or group. They can be used to differentiate them from others.

Being female isn’t a handicap

While initiatives like ‘women in tech’ and ‘women in leadership’ are designed to encourage female participation, they can inadvertently reinforce gender biases. By emphasising the need for more women in specific fields, these programs can perpetuate the stereotype that women need special assistance to succeed in areas like technology, science, engineering and leadership.

I appreciate and understand the positive intentions and desire to raise the profile, because females are still in the minority in these circles, but could we be fueling the problem by partitioning ourselves off in this way? I worry that this can undermine women's achievements and suggest that their success is primarily due to affirmative action rather than merit.

Being a woman in tech or a female leader isn’t a handicap. I don’t believe we need a separate category or to be differentiated to ensure we have a chance of recognition.

Inspiration for all

I also think is it important to make sure we don’t belittle the success of others - by trying to promote women in leadership we may accidentally miss the achievements of the wonderful men around us. There are so many people doing fantastic things in their roles on a daily basis and to acknowledge, appreciate and share this is a powerful thing.

Sharing and celebrating everyone’s achievements will surely have the widest impact and provide the greatest inspiration for a diverse audience. Recognising achievements based on merit and shouting about these can help to raise aspirations across the board – if you can see it, you can be it.

Unfair to men

Gender-specific initiatives can also be unfair to men. We would not want to cause any sense of resentment and division, undermining the very inclusivity these programs aim to promote.

Personally, I really enjoy the networking events I have attended for both women in tech and women in leadership - I can relate to the experiences of the panel speakers - but I am sure my male colleagues can too. I would like to hear challenges from all, how everyone overcomes these. Men need support too.?I can’t help but think that an event called ‘men in tech’ would likely get significant backlash, but for women in tech it is acceptable.

As I mentioned in my previous article (Stop Trying to Fix Women), anyone can get imposter syndrome, suffer from negative stereotypes, and have a whole host of issues they face on a daily basis too. We all need role models, adequate training, and opportunities in order to succeed, regardless of gender.

Binary gender norms

The focus on ‘women in tech’ or ‘women in leadership’ and similar campaigns also reinforces binary gender norms, ignoring the complexities of gender identity. Non-binary and gender non-conforming individuals are often left out of these discussions entirely. A more inclusive approach would be to address barriers to entry and success for all individuals, regardless of gender identity, fostering a truly diverse and supportive environment.

The ultimate goal of diversity and inclusion should be unity and collaboration, not division and competition. Ideally we need to address the roots of the problem so that special networks and support groups are no longer needed.

Celebrating inclusivity and diverse role models

Showcasing successful individuals from various backgrounds can inspire others and demonstrate that success is attainable for anyone with talent and determination, regardless of gender. Rather than emphasising gender, it is more effective to highlight diverse role models based on their achievements and contributions.

Employers should focus on implementing inclusive policies that benefit all employees, such as flexible working hours, parental leave for all genders, career support and training that is open to all to progress their careers. This creates a culture of support and respect rather than division or favouritism.

Merit-based opportunities

One of the most effective ways to ensure fairness and inclusivity is to focus on merit-based opportunities. By prioritising skills, experience, and potential over gender, organisations can create a level playing field where everyone has an equal chance to succeed. This approach not only benefits individuals but also strengthens the overall quality and performance of the workforce.

The right person for the job

At Roq, our Leadership Team is 50% female – not through any form of so-called ‘positive discrimination’ (if such a thing even exists), but through simply finding the right people with the right skills, experience and values to fill the roles. The right person for the job, simple.

I have heard it mentioned numerous times that women have to work harder than their male counterparts in order to progress and often have to prove themselves more – if I am honest, I have experienced this myself, as well as less than equitable pay when working at the same level often supporting new people joining the team but earning a fraction of their salary. It is sad that this is accepted and almost expected as the norm. We need to have conversations about this with everyone in the room, not during women in leadership events where the main audience is female.

The future

I am a big believer in inspiring the next generation - after all, the children are the future - I want to set a good example for both my son and my daughter. Removing gender stereotypes is important for this. At Roq we work with schools, colleges and universities to promote careers in testing and encourage all kids to take an interest in tech, regardless of demographics. This should be the same for all roles and all levels – the opportunity is there for everyone.

While the intent behind female specific networking and support groups is commendable, it is crucial to recognise their limitations and potential drawbacks. By moving towards a gender-neutral approach that focuses on merit, addresses systemic issues, and promotes inclusive policies, we can create a more equitable and supportive environment for all. In doing so, we ensure that opportunities are available to everyone based on their abilities and aspirations, not their gender, fostering a truly inclusive and diverse society.

A person in leadership

Women in leadership positions may not be as commonplace as men - and no doubt the same can be said for other characteristics - but rather than sectioning off into splinter groups, we should be coming together as a whole. Instead of creating networking groups to attract, support and promote a certain demographic, we could broaden our horizons and reap the benefits of diversity in the room and the different perspectives and viewpoints it offers.

I personally don’t want to be categorised as a ‘woman in leadership’, I am simply a person in a leadership role. I care about doing my role well and have learnt not to compare my actions or success with anyone else – male, female or otherwise. I am proud of my achievements. I worked hard to get where I am, and I hope my achievements are viewed on merit rather than the fact that I am female.