Work and Identity by Shalene Werth & Charlotte Brownlow

Author:Shalene Werth & Charlotte Brownlow
Language: eng
Format: epub
Publisher: Springer International Publishing, Cham

From Woman to Woman: Advice for Those Who Wish to Progress to Executive Roles

The participants’ advice presented in this section reminds us that women working in the upper echelons of organisational structures require them to remain cognisant of their femininity as a factor that will influence their treatment. We acknowledge that the women’s responses were shaped by their experiences in various contexts and corporate cultures, and it is with such a preface that this advice is presented. In the previous section, evidence was presented indicating that the dynamics of SCT was at play in the participant’s experiences. Consequently, the advice provided to aspiring executives has also been aligned with the elements of SCT , to illustrate how these women have confronted these dynamics.

In the first instance, we consider the following ‘words-for-the-wise’ which were extended by the participants. This first set of advice supports the suggestion in SCT that assessments of competency are unconsciously influenced by gender , thus assigning women lower status in the power-prestige order. The cautionary advice provided reflects an awareness by the participants that they have indeed faced unconscious bias. To begin, the women cautioned that one must be aware that boys’ clubs exist and that the presence of these groups extensively influence how decisions are made. They also wanted others to know about the inequity that men are typically promoted on potential, whereas women are promoted once they have achieved; and to be aware that the scrutiny of women’s performance will be excessive compared to her male counterparts. One can anticipate that her ideas may well be dismissed at meetings, only to be picked up when suggested by another, and to be prepared to work with such incongruity. Advice was given that one should be aware that a career break may take at least three years to recover, with the possibility that one’s career will never be the same when taking a break for family or parenting. Insight about the enigmatic nature of organisational policies was also provided with suggestions one needs to be aware that formal policies are often ignored and that policies are not always realities. Anticipate ethical and fairness struggles while others around you appear entirely comfortable to push for an outcome with little concern for the risks and (or) harm that might be caused in achieving such an outcome.

SCT would also suggest that a woman needs to discharge the burden of proof to show that her gender is not a relevant factor in her level of competency. We notice that the following ‘dos and don’ts’ suggested by the participants align with this aspect of SCT as they reflect behaviours that these women are engaging into forefront their competency and downplay their femininity. In terms of downplaying female physicality—the most salient aspect of their femininity—on the basis that women’s physical appearance is constantly being assessed, they advised to dress well, with trousers being a good option, not to wear too much makeup, avoid wearing stiletto heels, and/or short skirts to work. Advice was

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