Written by: Katyayani Mishra
Debates about women’s ability to perform as well as, or better than, men often arise because people have questioned their credibility. However, the focus should be on who makes a better professional based on merit and capability, regardless of gender. Historically, it has rarely been easy for women to establish their names and careers, as men have dominated most professions. Societal norms defined and restricted gender roles, forcing women to fight for basic rights such as education, voting, and property inheritance. In our country, for instance, women have had to combat practices like dowry.
Throughout history, people have often overlooked and not credited women’s work and contributions. Rosalind Franklin captured the X-ray image that was crucial to the discovery of the DNA double helix model, yet she did not receive recognition for her work; Her male colleagues, who won the Nobel Prize later, popularised this. Another notable example is Zelda Fitzgerald, the wife of the famous author F. Scott Fitzgerald. She was a talented writer in her own right; However, her work took a backseat. Evidence shows that her husband included parts of her writings in his novels without acknowledging her contributions. Society’s expectations did not hold these women back.
The current situation is a paradox. People encourage men to pursue leadership positions, believing them to be competitive and assertive. Meanwhile, people frequently relegate women to subordinate or supportive roles because they believe women are too emotional, weak, and dependent. Ironically, it may be these qualities that the professional world has been aspiring to have. Society frequently pressures women to be ambitious (“lean in”) while also fulfilling societal expectations of marriage, motherhood, and homemaking. People frequently view their success as inspiring because of the emphasis on women being warm and nurturing, leading to the “women are wonderful” effect.
Women tend to define opportunities in terms of brainpower and intellect more so than other opportunities. Women don’t want to be questioned when they reach a leading position. They want to be viewed as equally deserving as men, if not more.
What defines being a professional? According to the Oxford dictionary, it means to practice one’s profession, which implies that individuals earn money from their work. However, there is another aspect to defining what a professional is: integrity, trustworthiness, and prioritising quality work over monetary gains.
Women are vastly underrepresented in the global corporate sector. The glass ceiling effect is not a myth- it is a real barrier women encounter as they reach higher professional hierarchies. Despite being equally qualified as men, they often struggle to advance beyond the middle management level due to the belief that associates typical managerial traits more closely with men than with women, leading to the perception that women are less fit for leadership roles. This is called the “think manager, think male” bias. Women face negative evaluations even after achieving career breakthroughs. People view men who interrupt meetings as self-assured, but frequently label women who do the same as problematic. A man negotiating assertively is seen as strategic, while a woman is called bossy. They navigate a challenging tightrope- being assertive yet likeable to their colleagues, skilled but not intimidating, and ambitious without being perceived as too aggressive and bold.
Women who challenge stereotypes in male-dominated fields often face increased hostility and rejection. For example, Serena Williams’ decision to continue competing was seen as a pursuit of further success, despite having the option to retire. Powerful women can intimidate men, leading to resistance. Women are often placed in leadership roles during times of crisis or instability, known as the glass cliff effect, where their abilities are scrutinised more than the circumstances. Despite facing scrutiny and underpayment, women demonstrate adaptability and resilience to achieve success. In fields like STEM and the military, where they are a minority, women are discouraged from raising gender-related issues, adding pressure to perform at the same level as men.
Men in power are often driven by ego due to their higher status, leading to a rigid focus on their vision. This traditional male leadership style emphasises competition and assertiveness while downplaying emotional intelligence as a sign of weakness. In contrast, women are guided by emotions and prioritise collaboration, holistic thinking, and consensus building. Their intuitive nature and strong vision inspire motivation and goal achievement. However, women may undervalue their skills, which can be misconstrued as a lack of ambition. They tend to exhibit humility, in contrast to men who often boast about their accomplishments. While humility fosters personal growth, it may be perceived as a lack of risk-taking. Nevertheless, women consistently rise to challenges with grace.
Research shows that women often exhibit traits such as honesty, compassion, and organisation more than men, contributing to effective leadership and professionalism. Despite the small number of women in leadership positions, those who rise in power often uplift others as advocates, mentors, and allies, reshaping and motivating others while demonstrating integrity. Harvard Business Review (2021) reports that women leaders excel in core leadership competencies, including integrity, communication, and developing others. Organisations with more female leaders experience higher employee engagement, collaboration, and healthier workplace cultures due to women’s leadership qualities like empathy, inclusion, and emotional intelligence. Forbes’ study “Women Are More Effective Than Men in All Leadership Measures” found that women outperform men in inspiring and motivating others, building relationships, and demonstrating integrity.
Women excel in crisis management and multitasking, strategic strengths in the 21st century. Perfectionist tendencies, often linked to women, stem from internalised insecurities, making them detail-oriented and professional. TIME (2024) noted women’s role in revolutionising artificial intelligence as coders, ethicists, researchers, and designers of digital morality. In the era of technological disruption, ethical intelligence, inclusivity, and emotional depth found in women professionals will shape our future, not just brute logic.
Empathy is a powerful trait that women often possess, enabling them to create nurturing environments filled with compassion. Princess Diana, known as the Princess of Hearts, exemplified the strength of empathy. Despite her royal background, she maintained a deep connection with people worldwide. However, the representation of women in leadership roles remains limited, not due to their capabilities but due to structural and cultural biases.
In India, there is a concerning trend of 48% of women leaving the workforce before reaching mid-career. The Financial Express has called this shocking, noting that only a tiny percentage of Indian companies have women in leading roles. This situation is not a reflection of talent but rather systematic bias and deeply ingrained patriarchy, which places greater expectations on women to fulfil marital roles compared to their male counterparts. According to the World Economic Forum’s Gender Gap Index, India ranks 113 out of 135 countries. Women are often discouraged from achieving their dreams, as family expectations are rooted in societal gender roles that hinder the pursuit of personal ambitions. This historical bias is evident in the fact that many female authors have written under pen names, such as Mary Ann Evans, who published her famous and phenomenal novel “The Mill on the Floss” under the pen name George Eliot. With the push for gender equality and the rise of feminist movements, literature is now witnessing an increasing number of female authors confidently stepping into the spotlight, publishing their work under their own names. This new generation of writers is challenging traditional gender norms and inspiring a more inclusive and diverse literary landscape.
Increasing women’s participation in the workforce is not just a gesture of goodwill; it is a strategic necessity for fostering diverse teams that drive innovation, productivity, and profitability. Women bring valuable qualities such as long-term thinking, ethical considerations, and community focus, which are crucial in times of global crisis. The COVID-19 pandemic tested global leadership, with New Zealand’s Prime Minister Jacinda Ardern emerging as a standout example. Ardern’s decisive and empathetic leadership, marked by early and strict lockdown measures, prioritised public health and unity. Her approach, grounded in science and compassion, effectively controlled the virus within the country, showcasing the power of inclusive and proactive leadership.
The struggle is not about gender superiority or competition, but about recognising and valuing women’s potential and capabilities. The future workforce is not about one gender dominating the other; it’s about collaboration, mutual respect, and leveraging the strengths of both men and women. India is witnessing a quiet revolution as women rise to top positions in various fields, challenging traditional norms and creating opportunities. Indra Nooyi, the former CEO of PepsiCo, exemplified this by focusing on long-term goals and societal impact during her tenure. Despite government and corporate efforts to close the gender gap, the most significant change is driven by women breaking societal norms. For example, women are now taking on combat roles in the Indian Armed Forces and leading space missions at ISRO.
Research suggests that women often excel in professional roles due to their higher emotional intelligence, crisis management skills, multitasking abilities, and ethical leadership qualities. Women demonstrate resilience and possess unique advantages in the workplace. Their contributions should be celebrated, and they remain vocal in the face of challenges. For example, in 1975, 25,000 women in Iceland protested a 40% pay gap, which led to the passage of a Gender Equality Act and the election of the world’s first female President. Iceland is now a leader in gender equality. Women redefine professionalism with their authenticity and deserve support to succeed. Evaluating both genders independently is crucial, as women bring their strengths and identities to the table. It is time to recognise and embrace the potential and worth of women in the professional world.
