diversity vs. GENDER BIAS – david vs. GOLIATH of modern business world

Some time ago, I had the chance to read an article introducing an interesting study authored by researchers from MIT, Harvard and the Wharton School showing how US investors are more likely to put money into a business idea pitched by a man rather than a woman, and even more so, if the man was good looking. http://www.reuters.com/article/2014/03/10/us-usa-investment-study-idUSBREA291PP20140310.

It seems that gender bias, one of the main business challenges of the last decade, is way too far from being solved. It is even sadder to witness such outcome, in a country that for many years is pioneering relentless exploratory efforts to change gender bias with respect to making business choices.

As last decade’s numerous efforts to encourage gender diversity failed to surface at senior and board level, more measures (compulsory women-in board-quota) are on the way. However these measures tend to be imposed by outside stakeholders rather than being promoted by the interested organizational “insiders”.

I believe that “pushing in” a demographically matching gender based quota, should not be first choice of intervention as it can become as biased as the status quo that is intending to change. I think that making appointments strictly just for filling an external imposed quota is not beneficial either for the company at large or the female managers that were already succeeding in reaching top positions through years of hard work and relentless dedication. This will also end up in failing to capitalize what was the main idea that rested behind gender diversity philosophy.

In my view, non-gender based talent identification and development philosophy represented a structural corporate revolution aimed at securing company’s long term performance and competitive advantage. It wasn’t exclusively about bringing a quota that would have matched strictly a demographic reality. Definitely not about the number in sole isolation but rather about its interconnected “neuronal” contribution to business’ success. In my view it was about the advantage obtained through attracting and supporting the diversity brought by women’s business mindset, their different perceptions of problems and different viewpoints.

I know that for many extraordinary female professionals the corporate road over the years wasn’t an easy one and somehow some of them are tired of continuous fighting. I witnessed many times how women professionals tend to be less proactive and somehow conservatives in their career plans as they believe that corporate evolution is strongly impacted by politics. It might be so, but then the answer to an imposed enrolled evolution should be an open minded revolution. Instead of expecting others to solve the issue for them, women will have to change the game by wanting to change its existing benchmarks and act accordingly in order to gain own battles.

They have to reevaluate their present intrinsic gentleness in promoting own successes, for being able on the long run to recalibrate male-gender-merit-based assessment into thinking about merit and leadership in a non-gender-biased way. In fact, women share same leadership DNA as men but with a TWIST that makes it special these days. And they should not be afraid to discover it and promote it accordingly.

Women show the same Drive & Dedication as men, but somehow are less deliberate than men in seeking out opportunities for career progression. Women tend to believe in an ideal equilibrium between life and profession, which is hard to reach, while men believe more in a continuum. If this is the case, then women should start make the most of their talent at every stage of their career, should start integrating professional achievements and personal well being in the continuum of their life (see Re-inventing the “important” in our lives).

Also these days, more than ever, women should maximize their Delivering Innovation strength. In the customer-centric New Normal, women can change stereotypes in their favor (“women take care” vs. “men take charge”).

Female professionals are also strong Networkers and Influencers. And while some might argue that women will rarely show NO FEAR OF FAILURE leadership trait, I would argue that our challenging present was brought by the “unconstrained adrenalin” of some. Then, it is maybe the time for up-trading NO FEAR OF FAILURE for NO FEAR OF BEING THOROUGH, a trait that women definitely possess. Women’s Analytic mindset trait, same as their desire to be always Accessible in listening and helping others will allow them to succeed in roles that require strategic thinking and Ability to merge visions.

One point I would want to make though. Women would have to start changing their way of expressing Accountability from the present REACTIVE on-the-point-response to evaluations and inquiries to PROACTIVE advocating own results. They should start consolidating own list of individual achievements linked, more than anything else, to revenue generation for being able to establish a metrics’ “level playing field” with the male-dominated interpretation of success.

Are these advises break-through guaranteed? The answer will rest in the commitment and resilience of each female professional that would consider standing up for reaching and being reached. The good part is that tangible facts support their endeavor.  Diversity, uncomfortable as might be for some, offers superior organizational effectiveness (http://www.state.gov/e/eb/rls/othr/2012/184988.htm;   http://www.mckinsey.com/careers/women/~/media/Reports/Women/2012%20WSJ%20Women%20in%20the%20Economy%20white%20paper%20FINAL.ashx).

Like in the Biblical story of David and Goliath, gender diversity’s success will first and foremost depend on intelligent bravery, even when outnumbered. Will be about being unstoppable, even when everyone else is stepping back. It is about doing the right thing despite possible criticism. In fact nobody won the battle for David but himself.

The only difference for female professionals between proactively acting in own interests or waiting things to happen in their favor, is that by choosing the first they will master one of the last almost-exclusive-male-dominant leadership traits: Ambition to succeed. And on their way to professional success they will also correct an awry business environment. Nice way to be remembered over the years don’t you think?

PS: I would like to thank my dear friend Iulia Pirvu (http://iuliaphotospark.blogspot.ro/) for the courtesy shown in allowing me to complement my text with her extraordinary photos.