Women in <Industry> Groups... Friend or Foe?!
?? Amy Stokes-Waters
Esc | Cyber Escape Rooms | Security Education & Awareness | Experiential Learning | Corporate Events | Non Exec Director | Full Time Feminist | Oh FFS...
It’s FRIDAY! I’m a FEMINIST! And we’re back with a new edition of ? FEMINISM FRIDAY ?! This week, we’re discussing WOMEN'S EMPLOYEE RESOURCE GROUPS (ERGs)...
Potentially a controversial one this week but never one to shy away from that kind of content, I figured let's give this one a go...
You've probably all seen a "Women in Tech" meet up, a "Lean In" circle, a "Women in [Company Name]" group. Perhaps you've attended one. Perhaps you've run one. Perhaps you've looked at one and thought "what a load of old shit"... In theory, these groups are designed to offer support, community and a platform for women to connect in male-dominated industries.
But here's the squajillion-dollar question... are they actually helping us to break the glass ceiling? Or are they just a Stitch & Bitch / Knit & Natter / Coffee Morning session under a new name? Are we really smashing the patriarchy at work with them?
Let's discuss...
The Pros: Sisterhood, Solidarity, and a Seat at the Table.
Women’s ERGs can be a lifeline, especially in industries where women are the minority (cough... cyber security... cough). These groups create safe spaces where women can share experiences, mentor each other, and strategise on how to navigate the corporate bullshit.
They can be a place to draw inspiration from, to learn, to network with others. I've spoken at a few of them, for sure. I've covered topics like personal branding, not giving a fuck, and other areas of my vast expertise ?? ?? .
When properly attended, and thought out, they can be brilliant, instrumental even in driving policy changes within companies, advocating for everything from paid family leave to equal pay to supporting women through sexual harassment at work and much more.
Plus, let’s be honest, sometimes you just need to vent to someone who gets it. ??
The Cons: Ghettoization and Preaching to the Choir
But here’s the flip side—are these groups actually segregating women from the real power centres?
There’s a risk that these ERGs become echo chambers, where women discuss their issues among themselves while the men (and often the actual decision-makers) are left out of the conversation.
Just look at conferences as an example... whenever I've stood on a stage and talked about diversity, do you know who isn't there listening? All the old white guys who are running shit. It's always a hugely diverse audience, but that isn't representative of senior leadership in 99% of the companies I know in my industry. So, are we just talking to ourselves?!
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And let’s not even get started on the expectation that women should fix their own inequality problems through these groups, rather than the onus being on the company to address systemic bias...
If we're not connecting our "Women in Company" to our actual company policy makers, enabling effective cultural change, then what's the fucking point?!
The Optics: The Trap of “Women’s Work”
We're running the risk of reinforcing the idea that gender issues are “women’s work.” When women are expected to lead these ERGs or spearhead diversity initiatives on top of their actual jobs, it can become an unpaid second shift.
Meanwhile, their male colleagues continue business as usual, without the burden of fixing workplace inequality being placed on them.
And guess who has time to make themselves look shiny to their bosses then? ??
The Way Forward: Integration, Inclusion, and Allyship
So, what’s the solution? Maybe it’s time we reframe these groups—not as isolated bubbles, but as powerful coalitions that actively involve allies across all genders.
We need men in these spaces, too, not as saviours but as COLLABORATORS. As people who understand that gender equality benefits ALL OF US.
Let’s push for these ERGs to have real influence in company policy-making, rather than being sidelined as “support groups.” If there's no board representation, no senior management, no one with actual corporate influence in the group, how can it make a difference?!
Are women’s ERGs helping or hindering? The answer isn’t black and white, but one thing’s for sure: We can’t settle for just being included; we need to be leading the charge for systemic change.
What’s your take - are these groups giving women wings, or clipping them?
What an intriguing question. I believe women’s groups can be a powerful support system, offering networking and empowerment. What’s your take on their impact?
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2 个月Love your brutal honesty! I think this is a very much depends situation. I think some groups/events have been great to attend and they have made me do things I wouldn't normally do or change my way of seeing myself. Others can be exactly as you said an echo chamber that will result in no change, sometimes we need to rant but never too much - I don't want to be a bitter old lady in Cyber. I tend to be more involved with those groups that are giving back in some form. I prefer to network with everyone hence the TEDx talk topic of having a bigger and more open network if we (women) want to succeed. As much as I love meeting other women who will support me it has always been men who have got me that extra few rungs up that ladder. My sponsors & advocates typically are men, not always but at least 85% of the time, and I have been doing this for over 15+ years.
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2 个月I think preaching to the choir is the key challenge here. When any event or talk is optional, the people that need to be at it, opt out! I see myself as an ally and attend events and talks like you’ve mentioned when I can, but I’m fighting for change already! I can get some hints, tips and ideas to help me,but I’m onboard. As you say, those who are absent are the ones that need to make the changes that will make a difference, but they’re elsewhere ??♂?
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2 个月I’ve avoided women only networking, awards etc for most of my career. I get nominated for female only awards and never for ‘mainstream’ awards. That tells you everything you need to know. If we want a seat at the table we have to be at the table, not in a side room somewhere talking about it.
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2 个月I think I agree on these groups within companies. What I've found (not just for women's groups) that are outside one employer, if they're done right they provide a safe space. Take gender out of it - pretend it's an industry specific senior management group. That gives them an opportunity to talk openly to peers, and get advice perhaps they couldn't get if they had to maintain a particular front at work. There's definitely a flip side of them becoming echo chambers, and of being perceived as a negative, not a positive.