Whether it is events at the workplace or brands trying to stand out with their advertising, in March we tend to see a lot of initiatives with women in the spotlight. I wanted to take a bit of step back and attempt at exploring a conundrum in Feminism today and what you can consider doing as a Leader.

Here you will find something to read, something to think about and thereby reset how you want to show up.

The Evolution of Feminism:

In the early 20th century, Feminism primarily focused on women’s right to vote, education, and employment. Over time, its ideologies broadened to address various social, political, and cultural issues affecting women. In the 1960s and 70s, the movement intensified its focus on reproductive rights, equal pay, and combatting gender-based violence. By the 1990s, Feminism embraced intersectionality, recognising the interconnectedness of gender with race, class, sexuality, and ability. With the rise of social media, today we find ourselves in a rather complex era of Feminism which also includes scrutinising power structures and combatting systemic oppression (Weldon et al., 2023).

The Conundrum of Being “Seen” as a Feminist Woman:

Feminism is occasionally viewed critically due to misinformation and misrepresentation. It is inaccurately associated with extremism or anti-male sentiments. This skewed perception obscures its true aim of achieving gender equality, contributing to the reluctance or rejection of the term by some groups, including women themselves.

A study by Dr. Christina Scharff at King’s College London found that while most women tend to agree with fundamental principles of Feminism and acknowledge the state of gender inequalities, they also tend to hesitate being called Feminist. Increased access to opportunities, reproductive and financial freedom have contributed to women seeing themselves as more empowered and as such considering the label of Feminism as unnecessary (Scharff, 2016). Furthermore, being a Feminist can often be seen as being radical/“man-hating” or just simply “unfeminine” in some cultures (Lukyantseva, 2023; Park, 2024).

In an HBR article, Mikaela Kiner wrote about the idea of “One seat at the table” which drives rivalry among women. This is the notion that if there is already one qualified woman at the table, there is no room for any others. Internalised sexism also plays a part in how women might see themselves as not competent or as capable as men and these limiting beliefs often manifest in how women judge and treat each other. Additionally with a lack of representation at senior levels, women who do get to these positions of power end up mimicking men, in order to belong and succeed (Kiner, 2020).

So what does it mean to be a Feminist today?

Being a Feminist today is about acknowledging that women's experiences are multifaceted. Intersectional Feminists recognise the complexity of oppression and advocate for addressing systemic injustices, various forms of discrimination and privilege. They aim to dismantle barriers to progress by promoting inclusive policies and practices that create equity.

3 Questions for the Intersectional Feminist leader:

1. How much do you really know about Feminism and how does it relate to your team? - Think about what it will take for you to recalibrate and develop a more nuanced understanding of this topic and how you can show up as a better leader. The first step is to educate yourself. Then consider exploring the perception of Feminism in your team across all genders and make it your prerogative to bust myths and generalisations.
2. What Feminist issues do you really care about and how will you advocate for them? - Managing people is being in a position of power and we all know what great power comes with. Think about the diverse nature of Feminism in the context of your team and organization. Then reflect on what are the root causes of barriers holding members of your team back E.g., Examine the systemic lack of representation of women at senior positions. Think about how you might play a role in amplifying marginalised voices, strive to level the playing field and create opportunities for more than one woman to rise!
3. How can you hold yourself accountable? - It is your job as a leader to create a safe environment where people can choose to bring multiple dimensions of themselves to work. This means carefully balancing Allowing and Accepting. Some examples could look like: How can you give permission to your team to call out misogyny without fear of retaliation? (even if it unintentionally comes from you). Accepting the strength in individual differences e.g. Recognising the fact that someone in your team who is a single mum from a marginalised community brings a unique perspective to the table.

Consider humanising yourself with your team, acknowledging that you may not always have all the answers and most importantly seek regular feedback from women around you on how you are showing up for their diverse needs.

So what is just One Action you are willing to take to Reset and show up as a better Leader?

Feel free to leave your thoughts in the comments!

References:

Jaysawal, D. N., & Saha, D. S. (2023). FEMINISM, EDUCATION AND GENDER EQUALITY-A REVIEW. EPRA International Journal of Multidisciplinary Research (IJMR), 9(2), Article 2.

Kiner, M. (2020, April 14). It’s Time to Break the Cycle of Female Rivalry. Harvard Business Review. https://hbr.org/2020/04/its-time-to-break-the-cycle-of-female-rivalry

Lukyantseva, P. (2023). The Evolution of Feminism in Japan: Issues of Gender and the Perception of Japanese Women. Sexuality and Gender Studies Journal, 1(1), Article 1. https://doi.org/10.33422/sgsj.v1i1.194

Park, S. N. (2024, March 8). Why So Many Young Men in South Korea Hate Feminism. Foreign Policy. https://foreignpolicy.com/2021/06/23/young-south-korean-men-hate-liberals-feminists/

Scharff, C. (2016). Repudiating Feminism: Young Women in a Neoliberal World. Routledge.

Weldon, S. L., Lusvardi, A., Kelly-Thompson, K., & Forester, S. (2023). Feminist waves, global activism, and gender violence regimes: Genealogy and impact of a global wave. Women’s Studies International Forum, 99, 102781. https://doi.org/10.1016/j.wsif.2023.102781