The Impact of Social Conditioning on Women's Leadership

Despite significant progress in recent years, women remain significantly underrepresented in leadership positions across various sectors. The reasons for this underrepresentation are complex and multifaceted.

According to a recent report by McKinsey, only 34% of entry-level engineering and product roles are with women, against 48% of the total positions. This figure further drops down to 26% when we consider the first-level manager positions, compared with the 41% available positions.  It is clear that women are finding it tough to move up the ranks or find roles that are in demand.

Women face a persistent gender pay gap, with women earning only 77 cents for every dollar earned by men. Among other reasons, social conditioning is a key reason why women continue to struggle to move up in an organization at the workplace.

What is Social Conditioning?

Social conditioning refers to the process by which individuals are influenced by social norms and values that shape their attitudes, beliefs, and behaviors. It is a powerful force that shapes our thoughts and actions, often without us even realizing it. Social conditioning is learned from a young age through family, peers, media, and other social institutions, and it can have a deep impact on how we perceive ourselves and others.

The study of social conditioning and women's leadership is crucial for understanding the systemic barriers that prevent women from advancing in leadership roles. Women often face unique challenges that men do not. These challenges are rooted in social conditioning, which perpetuates gender stereotypes and biases that hinder women's progress. 

The process of social conditioning begins right from the time when a new child is born and it continues till the time he or she dies. The impact of this social conditioning is such that it impacts both men and women equally and shapes our thinking as we grow up.

At the very least, it is critical to acknowledge that the way we are being socially conditioned needs to change and work towards achieving a belief structure that considers both genders as equal and does not discriminate between the two.

The Impact of Social Conditioning on Women's Leadership

Social conditioning can have a profound impact on women's leadership opportunities and outcomes. From a young age, girls are often socialized to be caretakers and nurturers, while boys are encouraged to be leaders and assertive. These gender stereotypes and biases are reinforced throughout life by media, family, and society at large, creating a cultural norm that equates leadership with masculinity.

A report by The American Association of University Women states that the tendency of a woman to undervalue and diminish her professional skills starts in adolescence. As a result, we just continue to follow what we have been told for the rest of our lives.

For instance, subjects like science and math were considered unsuitable for girls up till the 19^th century. However, 36% of master's degrees and 42% of bachelor's degrees were received by women in math in the year 2018. On the other hand, research doctorates were received by just 25% in maths.  Cultural and social conditioning play a critical role in the lack of self-esteem in women over the years.

The impact of social conditioning on women's leadership can be captured as follows:

Stereotypes & Biases

These gender stereotypes and biases can manifest in a variety of ways that limit women's opportunities for leadership roles. For example, women are often viewed as less competent and less capable leaders than men, even when they have equal or greater qualifications. They are also subject to gendered expectations and stereotypes, such as being perceived as too emotional or too bossy, which can hinder their ability to gain respect and authority in the workplace.

Studies have shown that women leaders are still subject to gender bias in the workplace, with women in leadership positions receiving more negative performance reviews than men. According to a study, 68% of U.S. women experienced burnout as compared to 50% of men. It can be attributed to the additional pressures and biases they face in leadership roles.

Socialization

Socialization can also have a profound impact on women's confidence and ambition. Girls are often socialized to be more passive and deferential, which can limit their willingness to take risks and pursue ambitious goals. In contrast, boys are often socialized to be more assertive and confident, which can make them more willing to take on leadership roles.

Women are less likely to apply for leadership roles than men, even when they have equal qualifications. According to a study, women apply for 20% fewer jobs compared to men despite reporting similar job search behavior. In other words, women can convince themselves to not apply for a job much more easily as compared to men. This disparity can be attributed to social conditioning, which can limit women's confidence in their abilities and their willingness to take on new challenges.

Intersectionality

Intersectionality is an important aspect of social conditioning and its impact on women's leadership. Women of color face additional challenges that are rooted in both gender and racial biases. For example, Black women are often subject to stereotypes that portray them as angry or aggressive, which can hinder their ability to gain respect and authority in the workplace.

Women of color are underrepresented in leadership positions across many industries, and they often face unique challenges that white women do not. According to a 2022 report by McKinsey, women of color make up only 5% of C-suite executives. This disparity can be attributed to the intersection of gender and racial biases, which can limit women of color's opportunities for leadership roles and hinder their advancement in the workplace.

Social conditioning has a profound impact on women's leadership opportunities and outcomes. Gender stereotypes and biases can limit women's confidence and ambition, while intersectionality can create additional challenges for women of color. To promote gender equality and create a more inclusive and equitable society, it is crucial to challenge these biases and promote diverse and inclusive leadership.

Breaking Free from Social Conditioning

Now that we understand the kind of impact social conditioning has had on the number of women leaders we see in the workforce, it is critical to break free from social conditioning. The benefits of moving away from social conditioning are multi-fold and can create a real impact on society. At the same time, it can deliver real benefits to a business. In other words, it is a win-win for the business and society at large to move away from the traditional social conditioning norms.
Here is how we can look at breaking away from social conditioning:

Challenging Stereotypes and Biases

Challenging gender stereotypes and biases is an important step in breaking free from social conditioning and promoting women's leadership. This can be done by educating people about how gender stereotypes and biases manifest in the workplace and how to actively challenge them. For example, individuals can advocate for equal pay and opportunities for women, challenge gendered language and behavior in the workplace, and actively support women in leadership roles.

According to a report, companies that have gender diversity on executive teams are 25% more likely to have above-average profitability than companies that lack gender diversity. Companies with gender-diverse leadership teams report better financial performance and can come up with more innovative solutions.

Embracing Diverse Leadership Styles

Embracing diverse leadership styles is another key step in breaking free from social conditioning and promoting women's leadership. Research shows that women often bring unique skills and perspectives to leadership roles, such as empathy and collaboration that can benefit organizations and promote innovation.

Companies that have more women in leadership roles are not only more compassionate and empathetic but can perform well financially and have better and more innovative ideas. For example, a report by Boston Consulting Group found that companies with diverse leadership teams generated more revenue from innovation than companies with less diverse teams.

Empowering Women Through Education & Mentorship

Empowering women through education and mentorship is another important strategy for breaking free from social conditioning and promoting women's leadership. By providing women with access to education and training, as well as mentorship and networking opportunities, companies can help them develop the skills and confidence they need to succeed in leadership roles.

Mentorship and networking can be particularly effective in promoting women's leadership. According to several studies, women with mentors are more likely to be promoted than women without mentors, and they are also more likely to have higher levels of job satisfaction. Therefore, it is critical to provide mentorship opportunities.

Role of Men in Dismantling Social Conditioning

Men also have an important role to play in breaking free from social conditioning and promoting women's leadership. By actively challenging gender stereotypes and biases, advocating for equal opportunities for women, and supporting women in leadership roles, men can help create a more inclusive and equitable workplace. 

According to LeanIn.Org, men have an equally important role to play in achieving gender equality. The report further added that men can create a win-win scenario for themselves and the organization by working on this front.  

Benefits of Women in Leadership

We have seen over the decades that there are several benefits to having women in leadership positions in organizations. Organizations that have women in leadership positions are known to have a holistic approach toward work and business. The benefits of women in leadership can be explained as follows:

Improved Decision-making

Having women in leadership positions can lead to improved decision-making. Women leaders are more likely to consider a range of perspectives and ideas when making decisions, which can lead to more innovative and effective solutions.

Research has found that companies with more women in leadership positions have higher profitability and can build better customer experiences compared to companies with fewer women in leadership positions.

Positive Culture & Performance 

Women in leadership positions can also have a positive impact on organizational culture and performance. A McKinsey study found that organizations with more female leaders have higher levels of diversity and make greater efforts for employee well-being.

In addition, a study found that companies with more women in leadership positions have better corporate social responsibility performance, including a greater commitment to sustainability and ethical behavior.

The Impact of Women Leaders on Society as a Whole

The benefits of women in leadership extend beyond individual organizations to society as a whole. Research has shown that countries with more women in leadership positions have better economic, social, and environmental outcomes.

For example, a study by the International Monetary Fund found that countries with greater gender diversity in leadership positions had higher levels of economic growth and lower levels of income inequality. Another study by the United Nations found that countries with more women participation in decision-making processes tend to have better environmental policies and outcomes.

Promoting women's leadership is not only the right thing to do but is also essential for creating a more equitable and prosperous future.

What Can be Done to Improve the Situation?

There are a wide variety of measures that are needed to see the expected change on-ground. Here are some of the measures that can be taken by organizations and individuals:

Celebrate the Women in Leadership

There are close to 10% of Fortune 500 companies that are run by women. It is important to celebrate women in leadership, especially when we can make constant progress on this front. There are multiple ways in which we can celebrate female leaders. This will not only motivate the existing women in the workforce but will also inspire the next generation to achieve these goals.

Increased Awareness

Organizations and individuals need to increase the level of awareness towards biases held against women. As they say, one can only improve what one can measure. It is important to be aware of subconscious biases. Once an organization understands these biases exist in the subconscious system, it will be easier to work on them one step at a time.

Rethink the Belief System

An individual can be socially conditioned from the start to certain beliefs that are subconsciously against women. However, it is not right to never question it even after being aware of the subconscious biases. It is critical to rethink the belief system and make changes. It is only when the internal belief system is changed that society will be able to come up with a new framework of social conditioning under which these biases may not exist against women.

Conclusion

We must recognize the importance of promoting women's leadership and take action to break free from social conditioning. Organizations must work to eliminate gender biases and promote equal opportunities for women in leadership positions. This can include implementing policies and practices that support diversity and inclusion, providing mentorship and leadership development programs for women, and increasing the representation of women in decision-making positions.

Men can also play a role in promoting women's leadership by challenging gender stereotypes and biases, speaking up against sexism and discrimination, and supporting women in their career development. Despite progress in recent years, there is still a long way to go in achieving gender equality in leadership positions. However, with continued efforts to break free from social conditioning and promote women's leadership, we can create a more inclusive and equitable future.

There is a positive correlation between gender diversity in leadership and better organizational performance. Promoting women's leadership is not only the right thing to do but is also essential for achieving better outcomes for organizations and society as a whole.

As we continue to work towards gender equality in leadership, we must also recognize the importance of intersectionality and work to promote diversity and inclusion for women of all races, ethnicities, sexual orientations, and abilities. Promoting women's leadership is crucial for achieving better outcomes for organizations and society as a whole. By breaking free from social conditioning, challenging stereotypes and biases, and promoting diversity and inclusion, we can create a more equitable and prosperous future for all.

Cogent Infotech helps organizations to get the right talent and build an ecosystem that promotes the growth of all individuals in the organization.

To read more such informative articles, visit our website.