Episode 141 – What Are Gender Dynamics in Leadership and Why Should You Care?
Alright Fearless Feminine Leaders, we are tackling a topic today that might seem controversial in today’s atmosphere. However, it’s more important that you realize. So let’s dive in… Today’s topic is called:
What Are Gender Dynamics in Leadership and Why Should You Care?
M: I wonder how many women aren't aware of gender dynamics in leadership because they are conditioned to not see it? I didn't really realize what I was experiencing in the workplace in my 20's because I only considered things from one angle - a conservative Christian angle. Now in my 40's, after listening to stories of other people and how they have been affected by this, I can't NOT see it.
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The following examples were given when Coach Mandy asked Chat GPT for examples of gender dynamics in leadership…
Gender dynamics in leadership refer to the ways in which gender influences the roles, behaviors, and perceptions of leaders and followers in organizational settings. Here are some examples that illustrate these dynamics:
1. Representation: The presence (or lack) of women in leadership positions can influence organizational culture and decision-making. Organizations with more female leaders often see different priorities, such as increased focus on work-life balance, diversity, and employee well-being.
• M: We surveyed a group of women three years ago to tell us what they wanted in leadership training, and many of them mentioned that it seems like men get the good leadership training and women get the fluffy training that doesn't go deep.
2. Leadership Styles: Research suggests that women often adopt more collaborative and transformational leadership styles, while men may be more likely to use transactional or authoritative styles. This can affect team dynamics, employee engagement, and overall organizational effectiveness.
• R: Let’s talk about the difference is between masculine and feminine leadership qualities and how traditional masculine/male characteristics are often focused on in leadership development.
3. Stereotypes and Bias: Women in leadership often face stereotypes that can undermine their authority. For instance, they may be perceived as less competent or too emotional compared to their male counterparts. This can lead to challenges in gaining respect and credibility.
• R: Let's not forget how women will do anything to not be labeled as a bitch or mean.
4. Networking and Mentorship: Women may have less access to informal networks and mentorship opportunities compared to men. This can limit their career advancement and access to leadership roles, as networking is often crucial for professional growth.
5. Work-Life Balance: Societal expectations around caregiving often place additional burdens on women leaders. This can create tension between professional responsibilities and personal life, potentially affecting their leadership effectiveness and career progression.
• R: I actually think 4 & 5 go well together because the lack of networking for sure could be because of the caregiving role women are expected to play and therefore can't focus on opportunities outside of work hours to be with their children/family.
These are just a few of the gender dynamics that show up in the workplace. There are more, and we will probably dive into them in a future podcast. But for today’s show, let’s focus on why you should care about them.
The main reason WHY you should care about them is this: all perspectives are needed in leadership.
According to catalyst.org:
“Gender disparities challenge workplaces globally, with women underrepresented in senior leadership and earning less than men. For businesses, fostering diverse teams—whether employees, leaders, or boards—isn't just equitable; it's a strategic advantage.”
Women represent 46.8% of the workforce in the United States.
Women make up 29.2% of chief executives in the United States.
(Who is Catalyst? From their website: As the leading voice on women's advancement and inclusion since the 1960s, Catalyst is the recognized expert on gender equity at work, helping organizations drive systemic change for all women in the workplace.)
Closing statement: Gender dynamics exist in the workplace, but they don’t have to stay there. Remember: When women are represented and considered in leadership, the whole organization levels up. Catalyst said it best: Fostering diverse teams isn’t just equitable, it’s a strategic advantage.
