Closing the Gender Gap in the Workplace: The Power of Confidence
When someone is employed or actively seeking employment, they are known to be participating in the labour force. According to the International Labour Organization, the participation rate for women globally is only 49%, while for men, it’s 75%. While the gender gap in the global labour force is represented by a 26% gap, some regions in the world continue to maintain a gap of more than 50% (ILO, 2018). Despite the undeniable impact of diversity and inclusion practices over the past decades, these statistics paint a picture plain and simple: there are significantly more men than women participating in the workforce.
On top of the staggering statistics, there is also a significant amount of research revealing how gender stereotypes hold back women in the workplace. In a 2019 Harvard Business School article, senior editor Dina Gerdeman highlighted findings about how gender stereotypes can even cause women to question their own abilities in the workplace. She quotes researcher Katherine Coffman in saying, “Until we can change these stereotypes, it is essential to think about how we can better inoculate individuals from biases induced by stereotypes, helping people to pursue fulfilling careers in the areas where their passions and talents lie.” In summary, Koffman’s study yielded three major findings: women are less confident than men in certain subjects, women discount positive feedback about their own abilities, and women hold back expressing their ideas on so-called “male” topics.
As a young woman participating in the labor force, these statistics and stereotypes have always been something I’ve had to grapple with. As hard as I try to fight it, the excitement of applying to a new job turns into a deep loss of confidence. How will I prove myself in a system that statistics seems to suggest I don’t belong in? Having just moved home after 11 years of studying and working overseas and in search of a new job, I wanted to use these findings to create a job hunting process that maintained my confidence instead of diminishing it. In addition to entering a new market with no local experience, I was relocating from Toronto to Bangkok with the hopes of entering into a new career field entirely. With all these changes in mind, I attempted to flip my triggers on their head to create a framework for success. Here are a few of the guiding principles I used to encourage myself along the way:
- Create your own process
There’s nothing more discouraging for me personally than spending hours crafting personalized cover letters and never hearing back from the organizations I apply to. It makes me second guess my hard-earned qualifications, scan my applications for any errors, and question my skill set. If you can pinpoint what triggers your loss of confidence, you can devise your own method for job hunting in a way that showcases your talents the best way you know how.
For me, this involves having more casual conversations and getting facetime with those who are hiring. For others, it may involve putting together a video reel showcasing a set of skills that prove their aptness for the job. Identify your strengths and create your own path. There’s more than one way to get a job.
2. Connect with people who make you comfortable
At times, networking can be undeniably awkward. Meeting new people can be difficult, but identifying shared values is one method I’ve used to minimize nerves and steer the conversation. If you’re nervous about meeting someone, ask yourself why. Are you sincerely interested in what they do or what their business stands for? If not, why are you speaking with them?
For my most recent job search, I started by devising a list in my head of values and practices that were important to me, and then created a list of companies and teams I thought reflected those values through their work. I then pinpointed individuals — CEOs, employees on LinkedIn, friends of friends, siblings of friends, and parents of friends that I thought my values would align with, and reached out to them. It didn’t matter how removed I was from them, I found comfort in knowing their values or experience somehow aligned or inspired mine. Because of this, not once did I find myself holding back thoughts, questioning my outfit, or concealing my salary expectations. While a few emails went unanswered and the process wasn’t without its flaws, everyone that reciprocated my connection was kind, helpful, and supportive.
While I believe there’s something to be learned from everyone, there’s also value to be gained in limiting your contacts. If you’re not truly comfortable, it’s hard to be yourself. Be intentional about who you reach out to.
3. Remember your own power
I think people often tend to forget that a business relationship goes both ways. The employer has to like you, but you also have to like them. If there’s something fishy about the business or about the person representing it, there’s no pressure to commit. Sometimes this won’t always be so black and white. You may connect with someone as a mentor or a friend, but would they be a good business partner? Does the job lack the structure you’re looking for? Remember there is always power in saying no.
After a few months of allowing these principles to guide my job hunt, I’m happy to share that I’ve succeeded in finding multiple projects and teams to become a part of. With the usual anxieties aside, the principles I laid out for this process enabled me to create a process that worked for me. It allowed me to meet amazing people and find valuable mentors all while maintaining a level of comfort and confidence that didn’t send me into a dangerous hole of self-deprecation.
In revisiting the gender gap and sharing my tips, it is my hope that I inspire others to tackle renegotiating their place in the labor force. There is a lot of progress to be made, but let’s take the first step of protecting our confidence.
Sources:
“The gender gap in employment: What’s Holding Women Back?” by The International Labor Organization, Updated March 2018, https://www.ilo.org/infostories/en-GB/Stories/Employment/barriers-women#intro
Harvard Business School, “How Gender Stereotypes Kill A Woman’s Self-Confidence” by Dina Gerdeman, February 25, 2019, https://hbswk.hbs.edu/item/how-gender-stereotypes-less-than-br-greater-than-kill-a-woman-s-less-than-br-greater-than-self-confidence
Written by: Marisa Sittheeamorn
Marisa Sittheeamorn is a Thai-Canadian content writer, event producer, and communications specialist living in Bangkok. With a dual degree in rhetoric and politics, Marisa has an extensive academic background in identity politics, women’s issues, consent education, and social movements. She has worked across the media and development space in the United States, Canada, and Thailand, and is currently on the team organizing Thailand’s First Female Founder’s Farmer’s Market with ila in Bangkok.
About ila:
As a multi-awarded social enterprise, our aim, at ila, is to champion a purpose-driven and socially aware workforce. Our innovative tailored programs and world-class advisory team have extensive experience working with HR professionals, leadership teams and employees to champion a diverse and gender equal culture in the workplace.
Visit ila at https://www.ilageneration.com/home to find out more about us, the work we do and how we can help you in taking the first step towards a new way of working.
