Studies continue to find more significant numbers of women “disappearing” at each successive level of most corporations.

In our November leadership blog, we ask the question….”What can women learn from men’s networking habits, and how, when leveraged alongside their key strengths, can it provide diversity benefits and a path forward for women towards more balanced leadership representation?” Thanks to Karine Halimi-Guez, Managing Director of Tax at FedEx Express, for sharing her thoughts on the topic.

THE DISAPPEARING WOMEN PROBLEM

The tax profession is all about the figures, and the statistics regularly point to the value of gender diversity in improving productivity and financial performance.

The numerous reports released over the years (and their findings) “are well-thumbed”. McKinsey found that companies in the top quartile for gender diversity were 15% more likely to have financial returns above their industry counterparts. Meanwhile, research from the MIT Sloan School of Management found that teams with more women perform better and have more collective intelligence.

Yet, here we are in 2021, seeing the same trends that were evident in 2016: “Women are promoted to manager at far lower rates than men, and this makes it nearly impossible for companies to lay a foundation for sustained progress at more senior levels,” said McKinsey in its latest Women in the Workplace report.

Having recalled a 2018 white paper by Spencer Stuart titled Solving the Disappearing Women Problem”, I believe many of the insights shared remain true today.

The white paper touches on the differences in how men and women conduct themselves when networking, which we all know is crucial to successful leadership.

More generally, I believe that by raising awareness of what matters in the professional world (building your brand, finding the right balance between risk and prudence, etc.), women can achieve success their way, leveraging what they are naturally good at and thus defying some of the well-known clichés:

WOMEN ARE MORE CONSERVATIVE (CLICHÉ)

It’s been demonstrated that executive women achieve a better balance in prudence and risk, thus achieving superior returns; however, when searching for a new position, adopt a ‘go for it’ mentality – take more risks. When women feel like they must tick every box to apply for a position, men will go for it even if they don’t match all the requirements. More openness to change can help you take steps vital to your career growth.

WOMEN FALL SHORT ON SELF-PROMOTION (CLICHÉ )

Know your worth but aim to balance confidence and humility; once achieved, you’re on track to reap the rewards; increased learning, empowerment, and approachability, to name a few. It’s essential to be more vocal about your career aspirations. Hence, you remain front of mind whilst also self-promote other qualified women who will help create a coalition that will undoubtedly lead to the favour being returned down the line.

STRATEGIC NETWORKING IS MORE CHALLENGING FOR WOMEN (CLICHÉ)

Operational, personal, and strategic networks all play a vital role in helping you achieve your goals. Hitting all three is tough, so you must find a balance that makes sense; do not look for an immediate return. Look for how you can provide value around you, particularly with consultants within the key search firms who can become an ally and help you learn about avenues of advancement even when you’re not ready for a move. Connecting with other women in similar positions can also be helpful and reassuring.

WONDER WOMAN SYNDROME (CLICHÉ)

Ditch the costume, but hold onto your superpowers. Focus on your unique abilities and the competencies which make you great, delegate appropriately and don’t be afraid to ask for help, and use informal support mechanisms.

Karine Halimi-Guez

MD Tax & Global Tax Integration Lead | FedEx Express

I would say that, when it comes to gender, it takes three (and not two) to tango. (1) Men can become allies and realise that a more gender-balanced leadership is beneficial to all through a more inclusive work environment (2) Women should fight against their own biases, and realise they can succeed while still being themselves and (3) corporations must lead the change through gender neutralisation of processes and an active building of balanced leadership pipeline working in partnership with search firms who truly believe in change and the clear benefits of achieving this”.

Summary

Organisations must recognise that women face a rougher road to leadership than men – as the pandemic has proved. The Women in Workplace 2021 report revealed that women are significantly more burned out – and increasingly more so than men.

Undoubtedly, it’s on organisations to do more to promote gender diversity – and whilst I’m by no means suggesting the male approach to leadership is the alpha and omega of success, there are certain traits which, when leveraged alongside women’s key strengths, provide all the benefits of diversity and a path forward for women towards more balanced leadership representation.

For progress to be sustained at senior levels, women, men, and employers must push in the same direction. That’s why for December, our leadership blog will look to reverse this focus: what men can do to promote a more gender-balanced leadership and why it is in their best interest.