Challenges in elevating female narratives

"Oh, she's fine. She'll figure it out. She doesn't need any help; I have to help your brother/sister." We're supposed to be adaptable. Sound familiar? For many women of color, especially eldest daughters, this sentiment echoes from childhood homes to corporate boardrooms. Recent studies show that women of color are more likely to feel they have to work harder to gain recognition in the workplace. But for many, this isn't a new experience – it's a continuation of patterns established long ago. As an eldest daughter of color, I've often heard: "You have to take care of your sibling, they need you. They can't do it by themself, they heed help. I raised you to be the responsible one. If I don't show up for people, I'm selfish; if they don't, they have their things going on." This double standard creates a pressure cooker of expectations, both at home and work: Adaptability as a Burden: We're expected to "figure it out" without support, reinforcing the myth of the strong, independent woman who doesn't need help. Invisible Labor: Our efforts often go unnoticed until they're absent, leading to burnout and frustration. Uneven Standards: What's seen as "having things going on" for others becomes "selfishness" when we prioritize ourselves. Pressure to Overperform: The constant need to prove ourselves and the desire for prise and recognition can lead to perfectionism. This dynamic doesn't just affect individuals; it impacts entire organizations. When talented women of color feel undervalued and overworked, companies lose out on their full potential and innovative ideas. So, what can we do? For women of color: Recognize your worth. Your adaptability is a strength, not a reason for others to take advantage. For people who want to see women of color thrive: Acknowledge the invisible labor. Offer support proactively, not just when things fall apart. For leaders: Create systems that recognize and reward all forms of contribution, not just the loudest or most visible. It's time to challenge the narrative. Adaptability and hard work are valuable traits, but they shouldn't come at the cost of recognition, support, and well-being. Have you experienced similar pressures? How have you addressed them in your personal or professional life? Share your thoughts and strategies in the comments. #WomenOfColor #WorkplaceCulture #Diversity #InclusiveLeadership #ElderDaughters

I never talked about this, but it's changed the way I see leadership and many other things. Being a woman in leadership often feels like walking a tightrope between authenticity and expectation. The pressure to fit into a certain mold is real, whether it's dialing down ambition or tempering assertiveness to fit in. And then, there are those unexpected moments when resistance comes from within our own circles. It stings, especially because we know the difficulty of the climb. But this isn’t about blame. It’s about recognizing a complex reality. When the world conditions us to believe there's limited room at the table, it's not surprising that competition can sometimes turn inward. Here’s the paradox: 𝐓𝐫𝐮𝐞 𝐥𝐞𝐚𝐝𝐞𝐫𝐬𝐡𝐢𝐩 𝐢𝐬𝐧’𝐭 𝐚𝐛𝐨𝐮𝐭 𝐬𝐪𝐮𝐞𝐞𝐳𝐢𝐧𝐠 𝐢𝐧𝐭𝐨 𝐭𝐡𝐞 𝐥𝐢𝐦𝐢𝐭𝐞𝐝 𝐬𝐩𝐚𝐜𝐞 𝐰𝐞’𝐫𝐞 𝐨𝐟𝐟𝐞𝐫𝐞𝐝. 𝐈𝐭’𝐬 𝐚𝐛𝐨𝐮𝐭 𝐞𝐱𝐩𝐚𝐧𝐝𝐢𝐧𝐠 𝐭𝐡𝐚𝐭 𝐬𝐩𝐚𝐜𝐞, 𝐚𝐛𝐨𝐮𝐭 𝐛𝐮𝐢𝐥𝐝𝐢𝐧𝐠 𝐚 𝐛𝐢𝐠𝐠𝐞𝐫 𝐭𝐚𝐛𝐥𝐞. I've learned that leadership is about more than individual success. It's about collective elevation. The most transformative moments in my journey haven't been solitary achievements but those where women around me chose to use their voices to amplify mine. When we create room for each other, we challenge the very notion of scarcity that pits us against one another. 𝐒𝐨, 𝐡𝐨𝐰 𝐝𝐨 𝐰𝐞 𝐞𝐱𝐩𝐚𝐧𝐝 𝐭𝐡𝐢𝐬 𝐭𝐚𝐛𝐥𝐞? By redefining leadership to be about collaboration over competition. It means sharpening our insights, fostering environments where diverse perspectives are not just included but are integral to the conversation. The real question isn't how we can each secure a seat, but how we can reshape the entire space to ensure there’s room for everyone. When we focus on elevating the collective, we create new opportunities rather than guarding the existing ones. It’s time we challenge the narrative of scarcity. Let’s choose to be the ones who build longer tables, not higher walls. Because when we lift each other up, we don’t just make room for ourselves, we create a future where there’s space for every woman to thrive. #WomenInLeadership #IntellectualLeadership #ExpandTheTable #WomenSupportingWomen #LeadershipRedefined

✨ Why is it challenging to gather comprehensive data on girls and young women’s leadership and participation? 📊 The “Closing Gaps, Opening Doors” is a study conducted by She Leads and Equal Measures 2030 across regions including East Africa, West Africa, and the Middle East, which seeks to uncover why data on girls and young women (GYW) are often incomplete or missing. The study reveals several systemic barriers that impact the quality of data collected, which is crucial for promoting gender equality. 🚧 Key barriers include the prevalent focus on political data, which overshadows other forms of leadership and participation. Data are rarely disaggregated by age or other crucial identity factors, making GYW nearly invisible in leadership narratives. 📉 This lack of detailed and diverse data limits our understanding of GYW's actual challenges and achievements, consequently hindering the progress that could be made with informed, inclusive policies and interventions. Addressing these gaps involves not just acquiring more data but improving the quality of data to accurately reflect the real experiences of all young women. 🎨 It’s been an honor to pour heart and soul into these illustrations, crafted with intention to celebrate the power and leadership of girls and young women. Each stroke and color choice was made to amplify their stories—capturing both the hurdles they face and the incredible strides they make. This was more than just art; it was a journey of using creativity as a force for advocacy, where visuals meet data to inspire change. Together, we’ve woven a narrative that not only informs but empowers, making their voices impossible to ignore. - #GirlsLeadership #ArtActivism #ArtForGood #GenderEquality #WomenInLeadership #PublicPolicy #SheLeads

Here’s a story I recently heard from a woman executive coaching client, and my advice for her. I’m posting it here because I know it will resonate with many women. It’s a common challenge. “A colleague—someone who’s known me for decades—assumes he knows me inside out. His narrative? Built on fragments of ‘observations’, spun from threads of opinion and confirmation bias. In truth, what he “knows” about me wouldn’t fill a thimble.” 📌 Here's My Advice: 1. Empower Your Narrative: Define yourself by your truths, not by the stories others tell about you. Own your achievements and highlight your unique strengths. 2. Challenge Assumptions Actively: Engage in open dialogue to dismantle misconceptions. Use facts, figures, and results-driven narratives to underscore your professional identity. 3. Seek Allies: Cultivate a network of peers who understand your value and can support your vision. Collaboration with informed colleagues enhances credibility. 4. Stay Resilient: Opinions based on bias can echo in boardrooms, but resilience is key. Continue to show up with authenticity and confidence in your capabilities. 5. Mentor and Advocate: Influence change by mentoring the next generation of women leaders. Share experiences and educate others about the nuances of bias in professional settings. Remember, as women leaders, our stories deserve to be told accurately and with respect. Empower yourself, challenge biases, and shape your professional legacy on your terms. #WomenInLeadership #BreakingTheBias #Empowerment #ExecutiveLeadership #WomenInBusiness #LinkedInWisdom

I’ve got 5 ways you can elevate our organizations out of toxic, outdated gender stereotypes. For years, I navigated professional spaces where women in leadership were subtly, or not so subtly, told to stay in their place. Too often, women who take charge (especially in the workplace) are ridiculed and diminished. It’s a mentality that undercuts the capabilities of female leaders by framing assertiveness as something unnatural for women. Even though we’ve made progress, we continue to allow these stereotypes to dictate our organizations today. How many talented women hold back from leading, contributing, and shaping the future of their companies simply to avoid being labeled as "too bossy" or "too controlling"? These harmful narratives don’t just limit women—they limit the growth of the entire organization. Here’s how we can reshape these outdated narratives: 1. Recognize leadership, not gender, in assessing authority and decision-making abilities. 2. Challenge sexist language and eliminate phrases like "wearing the pants" that reinforce harmful stereotypes. 3. Empower women to lead authentically, ensuring their voices are heard and valued in executive decision-making. 4. Foster a culture of inclusion, where leadership is defined by capability and vision, not by traditional gender roles. 5. Actively support diverse leadership teams, creating environments where different perspectives fuel innovation and growth. Breaking free from these gendered stereotypes isn’t just a moral imperative—it’s a strategic advantage. Diverse leadership teams perform better, innovate more, and foster inclusive company cultures that attract and retain top talent.