Inequality has as many dimensions as diversity – colour, race, religion, gender, orientation, age, …. And our perception of inequality is sculpted by our own background, experience and environment.
Author: Farhat Nooruddin
My first encounter with inequality – specifically gender bias and inequality – was during the interview process for my first job many years ago…. Coming from a family where equality was taken for granted and where being a girl did not impose any barriers, I was shocked when I was asked by one of the interviewers whether he should be worried or not by my single woman status. I was young with very little professional exposure and was completely aghast by what I thought was a sexist question. I wondered if he would have asked a young man this question.
Women in the work-force still, unfortunately, face many more barriers than our male colleagues. From the (unconscious) biases, as I discovered, during the interview process right through to every review, meeting, assessment, promotion discussion, etc…
Over the years, I have found that working women are viewed differently from working men. And, this is without exception. It does not matter which profession you are in. It does not matter which country you are working in. Working women the world over are not considered equal. They have to work harder than men to prove that they are as good as their male colleagues.
Getting the equality equation and gender parity right is, still, unfortunately, a daunting process. Formal corporate mentoring programmes tend to focus on getting more women into leadership roles. We need to start earlier. We need to encourage more equality and diversity right from the talent pipeline stage. Encouraging young women to take up interesting and challenging roles, but also to persevere and make their career dreams a reality.
“Women share this planet 50/50 and they are underrepresented, their potential astonishingly untapped.” – Emma Watson
Many women give up far too soon, as they do not see enough successful role models. They do not find other strong professional women in their environments who can support and encourage them; give them advice and encouragement.
Mentoring is a powerful tool to level the playing field foster equality. It helps combat some of the challenges women face in a male-dominated work-environment – this includes access to informal channels like the “old boys” network, lack of sponsorship from powerful male bosses, inability to assert oneself and navigate the political maze….
Mentorship is personal. It makes the all-important informal partnerships available to women, and other groups, who would not normally be included.
It has the dual advantage of developing these young aspirants and also of bringing about change in the culture of an organisation, which is vital to long term success.
“Mentoring is a brain to pick, an ear to listen, and a push in the right direction.” – John Crosby
