As a 20-something woman in the work environment, it’s more than easy to relate to Amy's story.
Words like those given to Amy in the initial years of her career have a significant impact on the how young women today perceive their capabilities and values in the workplace, and the unfortunate truth is that this way of thinking is still very prevalent in many organisation's today.
As society progresses it's thinking, the expectations of organisations are changing dramatically.
As an organisation - embracing diversity, inclusivity and empowerment of your staff is more important than ever before. More and more we are seeing a push to give all individuals a voice in the business environment. If organisations are aiming to give women and men an equal footing in the workplace, not providing women with an equal playing field, essentially means that you are closing the door to half of your organisation's talent.
At the very least, the expectation now is that women should be given a seat at the table. Although many companies are taking strides to do this, the major problem at hand is that these tables are still catered towards male thinking.
As women, we bring a very unique set of skills and strengths to the business environment. Skills which every organisation should seek to see value in. Rather than looking to change these into the generic, stereotypical norms of the business environment.
Predictions show that by 2030, women will control approximately two-thirds of the nation’s wealth.
As numbers of female-led organisations continue to rise, the way we are doing business needs to change.
A couple of thoughts on some changes we can make to make our working environments more inclusive and encourage young female leadership:
- Craft jobs, arrange training and provide feedback around the individual strengths of female employees as opposed to trying to mimic those of others.
- Show appreciation of the unique value that women are able to bring to the organisation, and embrace these people to encourage engagement.
- Give your young female leaders a sense of purpose by having them clearly define their behavior and the goals they aspire to achieve.
- Empower female staff members to feel confident in their unique capabilities and own their voice.
"Very early on in my career , I got my first feedback - it was that I was doing a really good job, but if I wanted to progress, then I’d have to act less young and less girly."