Recently, I was having coffee with a good friend and past professor when our conversation turned to the subject of women in power, or more specifically, the lack of women in power. We were both puzzled by the fact that women who “make it” don’t help other women succeed, thus continuing the cycle. Where are the Good Old Girls networks?
This seems to be an even more compelling subject than I thought since the gentleman sitting next to us felt compelled to interrupt our conversation to share his opinion in the matter. Our coffee shop neighbor turned out to be a surgeon. He worked with several powerful women, and he believed that these women were simply smarter than men; their brain power was without equal. These women—he said—were also mean, “catty,” controlling and power-hungry. They were the complete opposite of the men who made it to the top, who were smart—although not as smart as women—but also “good guys.” In his experience, men were more balanced, working not only to be top performers, but also working well with others, helping their fellow-men move up the ladder.
This conversation was still in the back of my mind when a few weeks later I read an article in The Economist that talked about a study done at Washington University in St. Louis. The study had proven that women do indeed not help one another. Women in the study were afraid that if they helped another woman, and this woman underperformed, the underperformer’s failure would cast a shadow on the woman who recommended her. On the other hand, if the newcomer was a success, she then became competition for the few token female positions available. And finally, women did not help other women because of fear of it being considered gender favoritism. In essence, a lose-lose situation for all women.
There is clearly a problem here; the important question is how to solve it? I think radical action should be implemented in the way of quotas. Norway did it in 2007, and today at 40.1% Norway has the highest percentage of women board participation in the world. Some might argue that this is a form of affirmative action. Well it is, but that doesn’t mean it isn’t needed. Women aren’t only half of the world’s population, they’re also 60% of its college graduates, yet they represent only 3% of Fortune 500 CEOs and hold just 15.2% of board seats in these companies. This is an endemic problem that requires dramatic solutions.
And hopefully, by making it easier for women to reach the top, those who succeed will feel less like gladiators that had to claw and kick their way to the top, and more like team players, thankful for the opportunities given to them and thus more willing to help others around them; just like men.
Real Thoughts 