Beyond bias: Women leaders and the likeability-authority paradox
According to a recent report, Elevate the System by the Center for Creative Leadership (CCL), the underrepresentation of women in the workforce stems from unconscious biases and equity issues. Women are often recognised for traditional roles, leading to expectations that they conform to standards of likeability. In the workplace, likeability implies high tolerance, a nurturing demeanour, vulnerability, and leniency towards underperformance. Unconscious bias that defines leadership through 'masculine' traits—centred around authority—often rejects women who lead confidently, decisively, or assertively.
Leadership beyond the gender lens: Meritocracy over masculinity
Viewing leadership through a gendered lens reveals a narrow organisational mindset. Biases and systemic barriers persist, allowing gender to influence leadership while meritocracy is sidelined. Progressive organisations promote merit and skill, rejecting stereotypes and societal barriers that hinder growth. The ongoing conversation about women in leadership underscores how regressive our thinking remains. Equating leadership with gender indicates a long road ahead in creating gender-neutral roles and senior leadership positions.
Rethinking leadership: Neutralising the likeability-authority paradox
Leadership should be defined by neutral traits, not outdated narratives driven by systemic barriers and societal expectations. True leaders are visionaries with strategic thinking and a long-term growth mindset. Assertiveness, decision-making, confidence, and authority are universal qualities of good leaders. Male leaders can be likeable and effective, so why confine roles and responsibilities within gender brackets? Rethinking leadership can level the playing field for both men and women.
Bridging the gaps: New-age thinking for men and women alike
Addressing the likeability-authority paradox requires challenging biases around 'masculine' and 'feminine' qualities. Bridging these gaps must start at the ground level, with education in schools and colleges to open minds. Boys need conditioning from a young age, while girls should be equipped with confidence and determination. Tackling equity and inclusion early on can mould young minds toward a gender-neutral world. Corporate initiatives empower women to thrive and assume senior roles, while male colleagues should support equity and empower female peers. Mentoring, coaching, and growth platforms help women move past the stereotype of being the 'weaker sex.'
Ultimately, equity starts in the mind and manifests in actions. From thought to deed, embracing equity is essential for creating a society free from biases and stereotypes.