Women Don’t Always Support Other Women
As more women rise into positions of power in organizations (see chart below), including women of color (albeit small gains), it would seem plausible that such women would be great candidates to sponsor other women. However the research suggests that women may not be as apt to support other women as we might think.
|
Percentage Change in Female Officials and Managers (2000-2008)
|
|
2000
|
2008
|
%Change
|
|
|
Total Women
|
33.8%
|
37%
|
12%
|
|
White Women
|
28.1% | 30% | 6.8% |
|
African American Women
|
3.0% | 3.2% | 6.6% |
|
Latina Women
|
1.6% | 2.3% | 44% |
|
Asian Women
|
1.1% | 1.7% | 54.5% |
| Source: EEOC |
Michelle Duguid, Olin Business School professor conducted research which pointed to three reasons why women are reluctant to support other women.
- Competitive threat: When there are only a handful of women in higher level positions, they are compared to each other in ways that make it risky to be supportive. The other woman might be seen as more qualified than you and therefore take your spot as the “token woman”.
- Collective threat: If a senior level woman hires another woman who does not perform well, it will have a more devastating impact on the hiring manager than if it were a male- to male hire. “She is a reflection of all women”.
- Favoritism threat: Senior women are more likely to be viewed as “favoring” women in their hiring over more qualified men.
These reasons are compelling enough to deter powerful women from sponsoring other women. These issues can be intensified for women of color because of the “double whammy” effect. Not only are you a women, but as a woman of color you are less likely to be in positions of power and the proverbial “magnifying glass” syndrome is well entrenched. Every move you make is being viewed cautiously and even suspiciously. Women of color’s motives will be questioned, analyzed and judged in ways that are not an issue for white male leaders. When white men hire their “protégé’s”, there may be some negative buzz for a while that is soon forgotten. However, for women of color, it is so unusual to see two women of color in the same group in leadership positions, there is a daily reminder of the anomaly.
Women in powerful positions have to garner the courage to exercise their power in supporting other women. The more women who are willing to sponsor other women, the sooner we can break through the glass ceilings which continue to persist.
If you want a sponsor and know of women in powerful positions, help them to support you through exemplary performance that cannot be questioned. You should also find ways to support them. Even though it may seem like women at the top have it all, it can be a lonely place.
