more exceptional professional backgrounds.’ In the face of this, any decision to drop out is rational, reflecting ‘a cost almost entirely absent from their more privileged peers’.30
Having invested in recruitment and development, few companies or organisations would want to see good staff reach a conclusion like that, disappearing from career tracks they had embarked upon. When that happens, both the individual and the employer generally lose out, with evidence of wider economic impact too. Yet without a forensic approach to achieving progress and change, where we are now could easily be where we stall.
Instead, we need to be laser-like about identifying where the pressure points arise and why. What is it that deters or derails people with potential, who have much to give, and what might just keep them in the game or at least reaching the next milestone? Data and new analytical tools should help provide evidence and illustrate patterns, but it is only that degree of clear-sighted focus that will lead to better solutions for the twenty-first-century workplace.
We say to girls, you can have ambition, but not too much. You should aim to be successful, but not too successful
Chimamanda Ngozi Adichie
What do we see and hear, growing up as girls, that might have a lasting impact on our sense of self? As a child I remember often being asked what I wanted to become, but a few years ago I started to guard against something that I realised was creeping into my own conversations with the young daughters of friends. Too often, I might include a comment on their appearance – something that seemed innocuous enough at the time but was also unlikely to be said to boys. It started to bother me. If it would be odd for my sons’ hair or clothes to be the source of comment when they were introduced to another adult, why was I doing that when it came to their female peers?
We send messages about behaviour, too – expecting girls to be polite and well-behaved while making a fuss of boys when they are. And girls notice. Girlguiding UK, which carries out an annual survey of opinion among nearly two thousand girls and young women, has raised the alarm over the entrenchment of gender stereotypes: ‘From a young age, girls sense they face different expectations compared to boys and feel a pressure to adjust their behaviour accordingly. Girls encounter stereotyping across their lives – at school, in the media and in advertising, in the real and the virtual world, from their peers, teachers and families.’ Among the seven- to ten-year-olds questioned more than half said gender stereotypes would affect them saying what they thought and how much they participated in class.1
One group of US researchers has suggested that six is a key age at which impressions about the different potential of boys and girls start to set in. In their study, groups of children were told a story about someone described as ‘really, really smart’, i.e. clever, and were then shown pictures of two men and two women. They were asked to guess who the story they heard was about. Among five-year-olds, boys were most likely to pick men and girls women. But when the same process was repeated on six- and seven-year-olds, the girls in that age group were less likely than the boys to associate brilliance with their own gender. The boys hadn’t changed their tendency to prefer men.
The same researchers then focused on the way two games were described to six- and seven-year-olds and how that might affect their interest. One game was said to be for ‘children who are really, really smart’ and the other for ‘children who try really, really hard’. When the children were then asked about which game they wanted to play, girls were less likely than boys to express an interest in the one said to be for the ‘really, really smart’. The authors said their work provided preliminary evidence of how gendered beliefs about intelligence develop and how they relate to young children’s decision-making.2
If this sort of perception takes hold so young, how much might it then be exacerbated by words we use differently for boys and girls and men and women? ‘Ambitious’ is usually seen as a positive if you’re male, much less so if you’re female. ‘Pushy’ is similarly negative for women, but tolerable in a man, an indication that he is going places. And then there are the flattering ways to convey respect and professional standing – by referring to someone as ‘distinguished’ or ‘esteemed’ – that are very rarely used for women.
In a striking visualisation, Professor Ben Schmidt of Northeastern University illustrated this in a study based on student feedback placed on the website RateMyProfessors.com. It revealed that words such as ‘genius’ and ‘brilliant’ were more likely to be used to describe male academics.3 Women, on the other hand, were more likely to be called ‘nice’ and, in general, described in terms that related to personality, attitude and behaviour (‘helpful’ or ‘friendly’), rather than purely to their academic or intellectual capability. ‘When we use these reviews and evaluations to assess people,’ says Professor Schmidt, ‘we need to keep in mind that the way people write them is really culturally conditioned.’4
Often, details about women’s appearance and private lives creep into discussions that are supposedly about their professional abilities. Hillary Clinton once said that if she wanted to knock a story off the front page, all she needed to do was change her hairstyle, but it can get much more personal. Within hours of thirty-seven-year-old Jacinda Ardern becoming leader of New Zealand’s Labour Party she was asked in an interview whether she had made a choice between having a career or having babies. Sometimes, women’s achievements are described with references to their personal lives that would jump out as ludicrous if used for a man: when the businesswoman Rona Fairhead emerged as the preferred candidate to chair the then BBC Trust, one newspaper headline read: ‘Mother of Three Poised to Lead the BBC.’
Once you focus on the imagery we consume from an early age, other oddities become apparent. That was the experience of the Oscar-winning actress Geena Davis after she started to watch children’s television and films with her young daughter. ‘I immediately noticed that there seemed to be far more male characters than female characters,’ she later said. ‘This made no sense: why on earth in the twenty-first century would we be showing fictitious worlds bereft of female characters to our children?’5 Deciding that she needed data to convince executives that there was a problem, she founded the Geena Davis Institute on Gender in Media in 2004. Its studies have shown that even among animated family films, a ratio of three male speaking characters for every female one prevails and that two types of female characters tend to dominate: the traditional and the ‘hypersexual’. These girls and women might be unusually thin and in sexually revealing clothing, or in animated films they might be depicted with an unnatural body shape, such as an exaggeratedly tiny waist.6
Earlier on, the cartoonist Alison Bechdel had drawn attention to the portrayal of women in film in her own way, with a 1985 strip in which two women discuss going to the cinema. One has a rule – she’ll only go to see a film with at least two women in it, who talk to each other about something other than a man.7 It sounds basic, but once you start applying what’s come to be called ‘the Bechdel Test’, it is remarkable how few films pass it – only half of those that have ever won the Best Picture Oscar, according to a 2018 BBC analysis, and even then some of those had just one or two instances of conversation that met the requirements.8
Even where a film is based around a strong female protagonist, she may be outnumbered in terms of her lines. In a study of film dialogue, the data website The Pudding found that was the case in Mulan, where the eponymous heroine’s dragon has considerably more lines than she does. Overall, male characters dominated the dialogue in 73 per cent of Disney/Pixar films analysed, including family favourites such as Toy Story, The Lion King, Monsters, Inc. and The Jungle Book.9 And a study made of films across the world found that women not only have fewer speaking roles than men, but that their characters are less likely to be portrayed having an occupation than women in the real-life workforce of those countries.10
Thanks