Female Allyship: How can Women Support Fellow Women in the Workplace?

The term ‘allyship’ in the workplace suggests a spirit of collaboration and championing each other’s successes, it also evokes a sense of humility; we do not have all the answers and we need to work together to achieve success. Therefore, we learn from everyone, look at what the problems are, frame the problems the right way and find solutions together. Allyship lifts everybody and amplifies the impact to create a much more equal world. Furthermore, allyship creates spaces where women can thrive. Men and women are equally important stakeholders that need to deal with human issues as equal partners.

Women still only make up a quarter of the leadership cohort globally, and allyship can be critical to changing this statistic. Male allyship has received a lot of attention and focus at conferences and debates on advancing gender rights globally.  A male ally is a colleague or someone not in the same sphere that supports women and believes in equality and equity for women. Another role, ‘sponsor’ has also emerged in recent discussions and has an important distinction. A sponsor actively places a woman in opportunities and advocates for her when decisions are being made. Men can play an active role in supporting gender equality in the workplace by assuming these roles.

Female allyship is also critical to supporting gender equality. There have been many debates around the belief that ‘women do not support other women.’  Women leaders need to challenge this statement and do their part to break the gender bias. A female leader brings in a totally new perception of how to run things. However, getting the support to achieve her agenda may be difficult. Challenging boy’s clubs and other groups that marginalize women requires collective action. Women leaders need to ask themselves, “How do I build a pipeline of younger women leaders and male allies behind me to change the culture?” These female leaders should not just hold token positions but should be accorded real power to exercise their duties. Allyship of women is therefore equally important in creating and organizing the collective action needed to change these dynamics.

Studies have shown that it is more difficult for a woman than a man to secure a seat at the decision-making table at the c-suite level. As a woman leader that has advanced to this level, be mindful of other women in this space. Remember how difficult it was for you to get to this level. Support other women by ensuring their voices are heard. When a woman is interrupted, interject and request that that she be allowed to finish airing her views. Additionally, if a woman is struggling to break into a conversation, help her to find an opening. On the other hand, if you observe a woman who is afraid to share her thoughts, speak to her privately. She may be suffering from a bad case of ‘imposter syndrome’ and by acting as a mentor or coach, you can help her cross that barrier. By being an advocate for women, you will not only help others and gain respect, but also build support and a platform for you own ideas to be heard and appreciated.

Wherever you are on the leadership ladder, there will always be people behind you. Women can also act as sponsors and reach back to help other women who are early in their careers. Furthermore, by committing time and energy to mentor other women, you can share your own experience and wisdom which can be fulfilling. You will begin to shape your own leadership legacy.

Just as women are at different levels in their careers, they are also at different levels in their life stages. Some women many be single, and others may be struggling with juggling child-rearing with work duties. These differences can breed misunderstanding and resentment. For example, a single woman may resent having to take on evening shifts that are not given to a woman who has children.

Similarly, will a woman who does not have endometriosis understand the level of pain another woman who has the condition, may have to go through, and how it affects her input at work? Do women who have never experienced menopause understand what their older female colleagues are going through? Workshops and shared forums where women can discuss these issues at work can foster shared understanding and help women to support each other. Human Resource professionals can help to incorporate these issues into wellness programmes at work.

There are a variety of ways that women can support each other in the workplace. Although this article has only explored the surface of this issue, it has highlighted the importance of forging a shared understanding, empathy, and a spirit of collaboration among women. Women need to advocate for other women to truly make an impact that will shift the gender bias in the world of work. By reflecting on the challenges, they faced advancing their own careers, and remembering the sacrifices and struggles of the women who went before them, women leaders can find the motivation to pave the way for future generations to succeed and excel in their careers. If women do not support other women, then how can they expect men to act as allies and sponsors?

Article by Shailja Sharma, SBS Faculty Member and Coach

Image Credits: Photo by Christina @ wocintechchat.com on Unsplash