Female Perspective
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Female Perspective
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Men and women are different. However, in organisations these differences are usually ignored. After all, no one would like to suggest women might be less capable than men.
As a result some of the vital talents that women bring are not recognised and not fully utilised and organisations miss out on simple ways to massively improve output.
To make matters worse, women themselves are less likely than men to draw attention to those talents, and if they do … their views are more often ignored or even pushed aside!
HR practitioners need to be more aware of these differences and ensure talents – including female talents – are fully developed and utilised.
The first talent that women usually bring originates from a difference in biology and neurology. When in meetings women pick up different signals than men. In fact, women pick up different signals in every situation.
That is because women’s eyes see differently from men’s eyes. The retina contains two types of photo receptors: rods and cones. The cones are colour-sensitive, whereas the rods are there for night vision, motion detection, and peripheral vision. Men have a higher percentage of those rods, and women have a higher percentage of cones. But that’s not the only difference. Men and women also have a different distribution of cells that regulate and interpret the signals that come in from the retina, and the way the virtual cortex than processes the interpretation of those signals is different as well.
Interestingly there are similar differences to the olfactory and hearing system. It seems likely that women and men therefor actually see and hear very different things.
The second talent that women often bring comes from neuroscience. It is known that the limbic system – the part of the brain where emotions are processed – is more developed in the female brain than in the male. In women there is more blood flow through the limbic system and, when at rest, there is more activity. The limbic system is thought to be primarily responsible for our emotional life, and has a lot to do with the formation of memories.
It appears that it is easier for women to process emotions, and women use them more readily when making sense of a situation.
So women pick up different signals and process emotions differently. That means that in business meetings and interactions women will most likely see the same situation very differently, and they could have vital insights and information that men do not have.
Interpreting situations and taking decisions without inviting the view of women is like drawing conclusions about the moon after seeing just one side of it.
Therefore it is vital that organisations make sure women’s views are included in conversations and decision-making. That way the skills of the entire team, both male and female are fully utilised and new insights can emerge.
By Inge Woudstra
Published: 21 Sep 2015
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A few things happened during the past days that made me wanna change the subject I had initially envisioned and slightly adapt the format. I'm dropping some of the thinking processes here in a very disorganized way.
It all started almost ten days ago, with an old friend, Marie Virginie Klein, announcing the publishing of her book —Women Leaders or «Femmes Dirigeantes» in French—. She draws the portrait of a dozen women, from all walks of life, who have managed to rise to the top, and, more importantly decrypts why they remain an exception. A few days before that, the American (legend!) poet Maya Angelou became the first black woman on a quarter of dollar—the first in a series of coins commemorating pioneering American women that began shipping this year, the U.S. Mint. My journey around necessary role models and representation echoed European Commission's president, Ursula Von der Layen, calling to include more women on corporate boards. It accidentally jumped on a two-month-old New York Times article describing a research project on everyday sexism at work and how it impacts women. On Monday, around the same time, a Dutch female professional launched an initiative on Linkedin, "This week my name is Peter", caught my eye. It aimed at drawing attention to the fact that in the Netherlands, there are more CEOs called Peter than CEOs who are women.
It did not stop there. As a technology enthusiast, I have, like everyone else, witnessed the wonderful moment French tech is living with this sort of «race for the next unicorn» taking place. Then five days ago, @LesEchos highlighted that of these 26 companies, only one, @Vestiaire Collective, was founded by a mixed group. One thing leads to the other—we all zap and jump laterally, are we not?— I checked some figures on how Covid has impacted women and ended my tour with Katharine K. Wilkinson's interview by The New York Times about Climate Change inequality….I feel I could go on forever.
This week, I just wanted these few lines to be an uncomfortable reminder and provoke the conversation by gathering some facts highlighting the cultural meanings of female identity and gender with regard to current events. There is no new insight but the recognition that our systems are full of imbalances —due to gender, sexual orientation, race, or economic situation— with Covid and Climate Change acting as powerful multipliers of all the injustices and cracks.
So here is a humble call for an inclusive society that embraces diversity and equality. Empowering women is good for the world and is a good start to fixing the system. From Les Echos, to The New York Times and AOC, conversation increases in intensity to end with Pauline Grosjean's critic of "Patriarch-Capitalism". Links in the title picture. Hope you find it thought provoking.
Yes, "comex", "codir" and boards of directors are becoming more female. However, the glass ceiling has not yet been shattered. The number of women in the CAC 40 is increasing from one to three CEOs, while the SBF 120 still has only 14 women CEOs, according to Ethics & Boards (compared to four-five years ago), and a woman founder heads less than 10% of French start-ups. To understand why the "one" numbers remain an exception, Marie-Virginie Klein has dedicated a book (*) to those "who have dared to occupy the place of leader". The objective is to deconstruct the way society looks at women and how they look at themselves.
Anne Lauvergeon evokes "a Roman chariot race," while Sibyle Veil emphasizes the incentive for women "to work more." For her part, Kat Borlongan, current Chief Impact Officer of Contentsquare and director, until 2021, of the French Tech Mission, points out "the impostor syndrome" that led her to convince herself "that such a position belonged to an "enarque" in a dark blue suit."
Suppose this feedback shows that there is no such thing as female leadership ("I am rather reluctant to 'gender' management," says Stéphane Pallez). In that case, it nevertheless confirms that being a woman is never a non-issue in women leaders' career and points to different ways of doing things between "female bosses" and "male bosses." Recalling that motherhood and the reconciliation of high responsibilities with personal life remain thorny issues, the book lists the consequences of this "too complex reality," according to the author.
Katharine K. Wilkinson, a co-editor of the climate anthology “ All We Can Save ,” argues that while climate change is a collective problem, its impacts will be disproportionate — skewed in its effects on the world’s most vulnerable populations, specifically women and girls. “The climate crisis is not gender-equal or gender-neutral,” she said. Men have a larger carbon footprint than women, by 16 percent, according to one study . And the top 1 percent of income earners globally, who are overwhelmingly male , are responsible for more carbon emissions than the bottom 50 percent of earners.
The author directly connects Climate Change to Patriarchy. Katherine Wilkinson asks the question, "why do we have such an abundance of greenhouse emissions, and why have they been so hard to rein in?" When we start to ask those questions, we find ourselves confronting a system that has been very focused on hierarchy, control, exploitation and, decision making that has primarily sat with a relatively narrow set of folks. And, indeed, women have not been at the table anywhere near equally in shaping the current status quo. The same is true for people of color. The same is true for Indigenous peoples .
In her book, the author describes the need for climate leadership that is more "characteristically feminine." She evokes the example of Sherri Mitchell , an Indigenous attorney, activist, and author from the Penobscot Nation, who talks about the feminine as heart-centered wisdom and the masculine as action in the world. "When we think about the things it's going to take to address the climate crisis and build a genuinely life-giving future," Ms. Wilkinson says, "it is going to take a fundamental reorientation to care. It's going to take collaboration, connection, compassion, creativity, all of these things that fall within this realm of the feminine, regardless of gender identity."
Katherine Wilkinson considers capitalism as fundamentally anti-climate. arguing that our belief in infinity at the core of this economic system opposes that we're living on a finite planet. "If you think that there is a way to solve for infinite growth on a finite planet, I would love to see that mapped out."
The COVID 19 recession is not a classic recession. For the first time, it is a recession that primarily affects women. Women were at the forefront of the sectors most affected by the pandemic and the lockdowns: the human service sectors, the restaurant and hotel industries, and the arts. It contrasts with the classic recessions of recent decades (and indeed all recessions since 1948) that affected traditionally male sectors, most notably manufacturing sectors exposed to competition from low-cost labor in developing countries. The size of the shock is so unprecedented that labor economists now use the neologism "shecession." Some figures: in the United States, the unemployment rate for women increased three times more than that of men in 2020. Domestic violence increased by 30% in France in the first week alone.
However stimulus packages and the resumption of growth is not equally benefitting women. For example, the "revolutionary" American rescue and recove
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