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Gender Roles: Breaking Through the Glass Ceiling
Contributed by Martin E. Murphy, CPCU, SVP of The Jacobson Group and Barbara Taylor and Jane Lowenstein of Janbara & Associates
We have been influenced by culturally imposed gender roles since childhood - boys were encouraged to play with toy cars and footballs, while girls were pushed into softer roles like house and dress-up. Today, most are very aware that the two genders should be treated equally; however, there is residue of the aggressive and passive roles by which each gender was previously identified. How do these affect our professional lives and create a glass ceiling in the insurance industry?
While the term "stay-at-home dad" doesn't get a second thought nowadays and it is common for women to hold upper-management positions, there is still room for improvement on how women are viewed in the professional world. In a recent survey of Fortune 500 companies conducted by the research organization Catalyst, 33 percent of respondents cited stereotyping and perceptions of women's roles as a hindrance to advancement. Catalyst also reported that only two Fortune 500 companies have a female CEO.
While this number may seem low, women are making vast strides in Corporate America - the insurance industry included. For this progress to continue, it is important for both men and women in our industry to appreciate and recognize the work habits and demands that differentiate the genders. What work habits differentiate men and women?
Presenting Ideas
It is common for women to present their ideas and suggestions in the form of a question. While other women might comprehend, "What if we do this?" as a direct statement, it can come across as passive and uncertain in the corporate world. Most men present the same thought as a declarative statement, "This is what we are going to do," making them appear direct and confident. While each gender may present the same idea, a woman's caution of stepping on toes or of being considered overbearing may hinder her from getting the credit she deserves.
Making Requests
Additionally, men are more direct with their requests. If a woman wants something done by the end of the business day, she might say, "If you have time today, will you finish this report?" A man might state the same question as, "I need this report by the end of the day." It is obvious which approach will get the timelier response.
Smiling
Women smile to be friendly, to show that they are not intimidating, and to be kind and polite. Women also smile when they feel vulnerable or threatened. A woman should be aware that smiling too often in a business setting - during meetings or presentations - can be misconstrued as feelings of insecurity - even if she is smiling to be courteous. Conversely, men can use smiling to soften their direct statements and tone and to appear more approachable.
Networking
Women utilize their networks less often than men. In 2002, 15.8 percent of women job hunters used their networks as a way of finding a job compared to 18.4 percent of men, according to the Bureau of Labor Statistics. Women tend to feel uncomfortable using social contacts and friends for professional advancement. For men, mixing personal relationships with business is common and expected. Additionally, women are often absent from casual networking events due to their family responsibilities. Working mothers pick up their children straight from work, leaving no time to connect with colleagues. In a Catalyst survey of senior women at Fortune 500 companies, 41 percent said that exclusion from informal networks is an obstacle to a woman's advancement.
Job Flexibility
Women who have families and who are not the primary breadwinner for their household typically will not be willing to relocate for a new position. Additionally, depending on their "family phase", many women seek careers that enable them to work around family life, greatly limiting their job search scopes.
While thinning, the glass ceiling still exists. Whether men want to transfer into a predominantly female role or women into executive management positions, both genders can learn from the other's work habits and the associated strengths. Being aware and accommodating of each gender's behavior, as well as those behaviors that could become a professional hindrance, is the first step to realizing full talent potential. The playing field is only going to become more level. May the best man (or woman) win in the race to the top.
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