In today's evolving corporate landscape, professional women are still encountering challenges in gaining the recognition they deserve in the workplace. Despite unquestionable skills, experience and acumen, research shows they are often feeling ‘hidden in plain sight’ and face unique barriers that their male counterparts do not when applying for senior leadership roles.
These obstacles include gender and race bias; pay gaps, systemic inequalities which can hinder career progression if this organisational culture is accepted as the norm.
Common Barriers
Sadly, when not self-evident, women find it difficult to understand why they are lagging behind in their career when it comes to acquiring more senior leadership roles in male dominated environments.
In the article “3 of the Most Common Challenges Women Face in Negotiations,” researcher and expert in negotiations and management Mara Olekalns discusses her field study of women’s experiences in negotiations. She found that women often hesitate to push for career advancement, citing lack of confidence and fear of backlash.
Women will encounter implicit bias, where their contributions are overlooked or attributed to male colleagues. Stereotypes about leadership and assertiveness can also marginalise women, requiring them to strike a delicate balance between being assertive and adhere to the corporate culture to avoid the labels of being "bossy" or “emotional” leader.
Women cite that they are often held to higher performance standards; often ignored in meetings or missing out on promotions which often feels like clear-cut discrimination and bias.
Therefore, if these challenges continue to unfold over the years, women will continue to internalise their accomplishments; suffer from imposter syndrome and loss of confidence which ultimately impacts their long-term performance. If this is not tackled, professional women will have less access to senior promotional opportunities; informal networks or sponsors who can help to advance their career.
Women if you think that’s bad, women of colour and other marginalised communities face additional layers of complexity and hypervisibility. They often contend with intersectional discrimination, where subtle bias based on race, ethnicity, or disability intersect with gender bias. This intersectionality can lead to even greater obstacles in gaining visibility and advancement opportunities. Not only that, they are challenged by systematic gender and race bias; wider pay gap, exclusionary behaviours leading to increased emotional, mental and diminished health and long-term wellbeing.
Let’s examine this further and the impact this is having on their visibility.
Based on recent discussions and research, women of colour are indeed facing unique challenges and potential discrimination in hybrid working environments. The intersectionality of race, gender, and hybrid work dynamics often amplifies existing disparities. Women of colour may experience difficulties with visibility and recognition when working remotely or in hybrid settings, where informal interactions and networking opportunities are limited and often missed. These challenges can exacerbate feelings of isolation, hidden in plain sight and further reducing their chances of career advancement compared to their peers.
Additionally, hybrid work environments can sometimes reinforce existing biases and structural inequalities. Women of colour may encounter subtle forms of discrimination, such as being excluded from critical meetings or projects, or having their contributions undervalued. These issues are compounded by the lack of tailored support systems and inclusive practices within many organisations.
Addressing these barriers requires a proactive approach from employers to ensure equitable access to opportunities and resources, and to foster an inclusive environment that supports the career growth of all employees, particularly those from marginalised backgrounds.
At the end of the day, many women still pushing to reach the top, reported feeling confused or frustrated over their experiences and struggling to make sense of these subtle microaggressions e.g. being ignored at meetings or excluded from informal networks. Research shows that women tend to turn inwards and adopt a more formal communication style, working harder or trying to draw more attention to their achievements. However, it does little to catalyse the kind of systemic change necessary to foster gender equality in the workplace.
Not only the men need to step up
Firstly, male leaders must stop denying gender inequity in their organisations. They must be bold and shatter the silence of this unconscious bias if they are serious about creating inclusive workplaces where everyone interacts more and feels included. By taking public ownership of this inequality in the work place senior male leaders will help professional women to feel valued and support their ability to thrive.
As we said, it’s not just down to male leaders, professional women have to take responsibility for improving their visibility to disrupt this social practice.
It is crucial for women to identify and understand these barriers to effectively navigate their career paths. Developing strategies such as seeking mentorship from senior leaders; actively participating in professional networks, and advocating for themselves can help overcome these challenges. Building networks and finding allies within the organisation can also provide crucial support in overcoming these barriers.
Sing, baby sing
Confidently use your own voice to foster greater recognition and respect in the workplace. Women must stop staying hidden and take proactive steps to raise their visibility. They can start by documenting their achievements and contributions, ensuring visibility among leaders and decision-makers. Seeking feedback and professional development opportunities which can potentially further enhance skills and visibility. Additionally, advocating for inclusive policies and practices within the organisation can create a more inclusive environment for all women, especially those facing intersectional challenges.
Finally, create a personalised action plan to enhance your visibility and leadership journey in the workplace. Set specific goals, such as seeking mentorship, actively participating in industry events, and advocating for your achievements. By proactively managing your career trajectory and addressing barriers head-on, you can pave the way for greater recognition and success in your leadership journey. It’s time to come out of the shade,
I hope you found "Breaking Visibility Barriers For Women" useful and that it helps you better navigate your career success. We’d love to hear your thoughts in the comments section.
What challenges have you faced in gaining visibility and recognition at work? What strategies have you found effective in overcoming these barriers? Share your experiences and recommendations in the comments below to inspire and support others in their career journeys.
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