Nowadays, the world is subject to rapid changes, and companies are no exception. This is just one of the reasons that highlights the fundamental role of women in leadership positions for organizations.
We are familiar with the path that women have taken in society to assume roles that are rightfully theirs, but I believe that in the business world, there is now a growing awareness of their impact.
More than ever, we need to combat backward stereotypes about women and their leadership roles. I believe that only by recognizing the value and potential of women can we build leadership and companies with more purpose and impact.
Leadership is a feminine word. A feminine noun. Female leadership is, or should be, the same as male leadership. Even better, leadership should be genderless. It represents both a hierarchical function or situation, more literally speaking, and an intangible position of authority and influence.
A leader is not someone who has a title; a leader is someone who has the attitude, regardless of their political and religious beliefs, age, or gender.
As a matter of curiosity, the latest data collected by the European Women on Boards (EWON) platform, released in 2021, is clear: only 28% of companies in Europe are led by women.
I am of the opinion that a company's success will be greater if female leadership is promoted within the organization. It is important to prioritize the inclusion of women leaders. Whether it is a multinational corporation or an SME, it is a true benefit to have people with leadership skills, and it is important to enhance their development.
The training of women leaders should start at an early age. It is important to educate from schools and families because leadership is both a skill and an attitude. Skills can be learned and improved over time, while attitude depends on ourselves, and for women, it is our main barrier.
Promoting inclusive behaviors that do not hinder women aspiring to leadership positions must come from society. In fact, I still believe that diversity and inclusion are things that need to be "internalized." However, it is necessary to encourage women to change their attitude and have confidence in themselves to face fear and break stereotypes.
I believe that the longer it takes to instill the idea that women are as valid as men in leadership positions, the longer it will take to achieve a mindset shift. "What took time to be taught and educated takes time to become something natural and accepted by all."
I cannot help but agree with an article by economist Francine Mendes in Forbes magazine, where I read, "All of us women develop leadership characteristics throughout our lives: we are taught to lead our children, our homes, our families. Some of us have the opportunity to learn to lead outside the domestic environment as well, a privilege in a world that is still so unequal for female leaders."
Now, the possibility of having women in leadership positions should not be seen as a privilege for themselves but rather a privilege for society, for organizations, for all of us.
The current paradigm causes many women to doubt their abilities, to doubt their exceptional competence to lead and govern companies.
To promote female leadership and achieve gender equality, we must deconstruct traditional thinking. It is time to adopt new ways of thinking, and for that, a multifaceted approach will be necessary to break gender inequality from various angles:
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Empower women who are role models, whether they are leaders or everyday examples.
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Adopt gender-neutral communication.
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Change expectations in the workplace.
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Opt for different approaches in recruitment.
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Make inclusion intuitive.
The point that I consider to be a true obstacle to women's careers in Portugal is
the maternity phase. Filipa Martins, CEO of Edenred Portugal
We have a highly segregated job market. There is a tradition in the roles and professions
that men and women have. Rosa Monteiro, Secretary of State for Equality.
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