Challenges female consultants face in 2024

Those of you who know me won't be surprised that among the 6 Takeaways from the Ad Age Leading Women Awards panels, I'm first quoted under the "Be Honest" subhead. For those who know me less well, I'll let you in on a little secret - I'm a pathological truth-teller. During our panel on "leading through personal challenges" with Jeanine Poggi Stacey Ryan Cornelius and Ruth Bernstein, I shared a few personal perspectives acquired from my own trials by fire. 1. Asking for help does not make you a "less than" working mom. Many a time I felt guilt about missing dinner or asking my nanny to handle the doctor appointments. While my 5 and 7 year old kids may have whined, their 19 and 21 incarnations view me as an inspiration and life mentor. I've been gifted innumerable "bad ass bitch," "girl boss," and "resilience" key chains, birthday cards and mugs to prove it. 2. Own your own destiny. When asked what gave me the courage to leave the "safety and security of the large, "hold-co" agency world to start my own business" I chuckled (smirked?) before responding that, "anyone, especially a senior woman over 40, who still believes that a large agency or corporate job, provides a greater measure of security in 2024 is deluding themselves. I have been able to provide myself and my family greater stability in the past 5.5 years since founding Eden Collective than at any other time in the past 20." 3. The challenge is not just about the challenge of navigating societal expectations for women as caregivers. It is fundamentally about society's expectations, or rather gender stereotypes, for how a woman should "behave" in a professional context. Direct, passionate, confident, outspoken (fill in the blank). There is a lot of research on this double bind. On the one hand, incorporating this feedback and modulating your style to fit the circumstance is an important part of personal and professional growth. On the other hand, when the context requires you to compromise your core being or demands you be a thing that is alien to you, it's time to get the hell out as fast as you can. If they don't get you first... https://lnkd.in/dkrScQTH

For me, Deloitte’s fourth annual Women @ Work Global Outlook (https://deloi.tt/3Ue3K25) is one of the most important reads of 2024, providing a critical barometer into the current workplace and societal factors impacting women’s careers worldwide. In reflecting the lived experiences of 5,000 women professionals across 10 countries, this year’s report dives into the key issues impacting women in the workplace – and one of the most important findings is on the increasing toll of stress and long working hours on women’s mental health. This year’s report found that, while there has been some progress in reducing burnout from 2023, half of women still report higher stress levels compared to a year ago, with 48% expressing concerns about their mental health. It is particularly concerning that a third of women have taken time off work in the past year due to mental health challenges and two-thirds feel uncomfortable discussing mental health in the workplace due to stigma and fear of career repercussions. To say the least, this report shows that there is much more work to be done in achieving true gender equality in the workplace – especially when it comes to mental health. As the report outlines, by going beyond just recognizing the importance of mental health at work and understanding the key drivers of workplace stress for women, organizations can lead meaningful change and build a culture where women can be open about their mental health without fear of penalty or stigma.  

How. Is. This. Still. Happening?! 😡 Today, I had a conversation that left me fuming—and not for the first time. I spoke with an incredibly talented, experienced female candidate who just discovered that a male colleague—junior to her in the industry, with half her experience, who even reports into her—was earning significantly more than her. Yes, you read that right. In 2024, we're still having these conversations. How is this still a thing? Equal Work, Equal Pay should be the norm, not a privilege. It’s not just about fairness; it’s about respect, value, and integrity. How can we expect women to stay motivated, stay innovative, stay in industries that continue to undervalue them, especially when the events industry is pretty much made up of women? It’s infuriating that despite all the progress we've supposedly made, gender pay gaps are still very real, very pervasive, and very damaging. We talk about diversity, equity, and inclusion, but how can we take those words seriously when these disparities continue to exist? So, what do we do about it? Advocate and Speak Up: If you discover you’re being underpaid, don’t stay silent. Gather your facts, know your worth, and advocate for yourself. Yes, it’s uncomfortable, but silence only perpetuates the problem. Managerial Responsibility: Managers, this is on you too. If someone on your team is being underpaid, it’s your responsibility to address it. Push for pay adjustments if you see inequities—don’t wait for your employees to bring it up. Support Each Other: We need allies in the workplace. If you’re aware of a colleague being underpaid, support them in their fight for fair compensation. The more voices, the stronger the message. If this happens to you… Don’t internalise it: This isn’t about your worth or value. It’s about systemic issues that need to be addressed. Arm Yourself with Information: Research industry benchmarks, gather evidence of your contributions, and prepare to make your case. Demand Action: Don’t just ask—demand that your organisation takes action. Whether it’s a salary adjustment or a clear path to one, make sure there’s a concrete resolution. Know When to Walk Away: If your company refuses to rectify the situation, it might be time to look elsewhere. Don’t stay where you’re undervalued. To all the companies out there: Step up. Do better. This isn’t just about keeping your employees happy; it’s about basic fairness and decency. This shouldn’t still be happening. But until it stops, we’re going to keep talking about it, calling it out, and demanding change. #EqualPay #GenderEquality #PayEquity #DiversityandInclusion #RantOver

Either successful or liked: The double standards for #female leaders in #consulting [Phd Insights] Something that stood out to me from my #PhD results was the clarity about the expectations towards women in a male-gendered organization such as consulting: As a female leader, you hardly ever win ⚠️ Why is that? The reason are the societal expectations towards how women should be and behave. And how leaders should be and behave (see Cuddy et al. 2015, Thiele 2023, Dede 2024). Either you are acting from your role as a leader: Maybe assertive in some decisions, leading the team, tackling client problems factually 👉 then you will be perceived less favorably as a women (from all genders alike!) Or you are acting from your role as a women: Maybe caring about your teams' challenges and listening empathetically or giving in in a conflict with clients 👉 then you will be perceived less strong and less competent as a leader Women face these double standards and have to choose. A successful female manager phrased it in the interviews as follows: [German original] "Das sehe ich so als die stereotypisch männlichen Charakteristika, die da erwartet werden. Mit denen dann auch frau erfolgreicher wird. Aber natürlich: Männer sind dann immer noch sympathisch, Frauen leider nicht mehr, aber, …sie können dann auch erfolgreich werden." So you can either be successful - or liked. Choose wisely. 📚 Do you want more insights? See Dede 2024! Read chapter 6.2 from my #PhD on the career paths of women in higher management [link in the comments] ________ Hi 👋 I am Kim, Female Career Coach at The Dede Company and LinkedIn #TopVoice for Job & Career from Germany living in Dubai. If you want the extra motivation for your career, just hit #follow 🔔