How Gender Focused Interventions Can Accelerate Peak Performance for Women

I was recently invited to join a Panel at the The Peak Performing Woman Awards 2023. The Topic that I would be sharing on was titled “How Gender Focused Interventions Can Accelerate Peak Performance for Women”. When asked to speak on any

subject matter, it is important to do your research no matter how much you think you know. I found this to be a particularly interesting topic and so I decided to delve deep and share my thoughts and findings on the subject in two parts.

Gender Focused Interventions “actively examine and promote the transformation of harmful gender norms and seek to reduce inequalities between men and women to achieve desired outcomes Gender-focused interventions are intended to provide equal opportunities for all genders and help them achieve their full potential”[1].

These interventions are designed to eliminate the barriers that women face due to gender inequality, which prevent them from achieving peak performance.

Let me start by sharing some differences: Women face different challenges than men in the workplace for example, Women tend to earn less and have fewer opportunities for advancement; Women are

also more likely to experience discrimination and harassment; Women are more likely to suffer abuse and domestic violence.

These challenges will have a negative impact on their confidence and performance.

Gender-focused interventions provide women with the support and resources they need to overcome these barriers, and to boost their confidence and performance.

Some examples of Gender Focused Interventions

I will start with the home front. As Parents and caregivers, we play a significant role in promoting gender equality and challenging stereotypes for our young girls. We should teach and model positive behaviours and attitudes for our children, such as treating boys and girls, men and women with respect and valuing diversity.

Some specific ways parents and caregivers can promote gender equality and challenge stereotypes for young girls are as follows:

1. Let’s Get rid of the “pink and blue” stereotypes and encourage our girls to pursue their interests and passions, regardless of whether they are traditionally associated with their gender.

• Expose young girls to a variety of role models who break gender stereotypes, such as women in leadership positions in

traditionally male-dominated fields, Presidents, Prime ministers, business gurus, astronauts, engineers, architects, petroleum engineers, coders, the list is endless.

• Avoid using gender-based language that reinforces stereotypes, such as “boys will be boys” or “girls are emotional.” Please do not stop girls from being inquisitive — encourage them by answering their questions, jointly researching the topics of interest, engaging in discussions even from an early age. Do not discourage girls from wanting to build things — encourage them, buy lego ! Build with them. If they want to climb trees, let them — It could be the difference between being risk averse and being a risk taker. In life we cannot avoid risk. Let them know this from an early age.

• Let’s each our girls to speak up for themselves and others and especially so, when they witness or experience discrimination or injustice.

• Encourage girls to question media messages that perpetuate harmful gender stereotypes and promote unrealistic beauty standards. One good example for the former is the young Meghan Markle (at age 11), now the Duchess of Sussex, who challenged a liquid soap advert on tv and caused them to change the gender negative script to a more universal inclusive one. I can just imagine the type of discussions she was having with parents on an ongoing basis.

• Make sure girls have equal access to educational opportunities and encourage them to pursue their education to the highest level possible. This is the surest way to financial independence

— an absolute necessity for all women. Education ! Education ! Education!

• Teach girls about consent and what healthy relationships look like, as well as empower them to set boundaries and advocate for themselves. Let us also teach our young men to understand barriers — that “NO is NO”; that they should learn to cook and to be supportive partners.

• Model gender equality and respect in your own relationships and interactions with others and, let us be willing to challenge our own biases and prejudices.

Let now look at some examples of the types of Interventions that can be implemented within and outside of the workplace:

1. Structured Mentorship programs: Having mentorship programs in the workplace can help women receive guidance and advice from senior female executives, which can boost confidence and ensure that women are receiving the support they need to succeed. More senior women have walked in their shoes and so can very easily share their stories about how they navigated their own paths.

• Having said the above, I am a big advocate for Sponsorship and Career advancement opportunities: Providing women with opportunities for career advancement will help them feel valued, motivated, and engaged in their work, which will ultimately boost their performance and eliminate the “Broken Rung”. This is aided

by Sponsorship Programmes in the work place including in Government : Find the “He for Shes” that are willing to push and promote women into executive leadership. There are many who are doing this, we just need more. There is nothing more powerful than someone advocating for you when you are not in the room because he or she knows the quality of your work and is willing to stick their neck out for you. That should put you on your toes to over deliver !

And while I know that Culture can sometimes get in the way, it’s time for us to get over this. Not every meeting between the two genders is a “date” !!

• Flexible work arrangements: Women are nurturers. When we talk D & I — Diversity means amongst many other things, that men and women are different and Inclusion means that you need to understand the difference and accommodate those differences by for example, Offering flexible work arrangements, as needed which will help a woman juggle work and home responsibilities and reduce the stressors that can impact her performance.

• Unconscious Bias training for men & women in the workplace: Providing employees with unconscious bias training

can help promote an inclusive work culture that values diversity and empowerment and can eliminate gender bias that can negatively impact performance.

Believe it or not, Almost 9 out of 10 people hold “fundamental biases” against women, a new UN report has found, decrying a “decade of stagnation” that has led to a dismantling of women’s rights in many parts of the world. From the United Nations Development Programme (UNDP) report released 12 June 2023 found, reflecting the latest data from the World Values Survey.[2]

Half of people globally still believe men make better political leaders than women; (frankly we see that here in Nigeria with only 3 women senators out of 109 in this present Assembly). I believe it may well be the worst number ever since we switched to the parliamentary system)

More than 40% believe men make better business executives than women. I was once asked if there was no man in man company during a negotiation!!!. When speaking to a Banker regarding a loan I was applying for, I was asked why my husband was not bank rolling my business venture, which clearly to him, I really didn’t have the right to be undertaking. It is a sad situation.

And the clincher…… 25% believe it is justified for a man to beat his wife,

Cultural norms do not help these matters. Culture is made by people. We can undo these harmful “norms”

• Leadership development programs: Female-focused leadership development programs can help women grow their leadership capabilities and provide opportunities for networking with other women in leadership positions. This is why GAIA AFRICA partnered with PwC_Ng and now LBS to provide a rich leadership development programme for women starting September 6th 2023. Watch this space !

• Coaching and feedback: I can’t underestimate the value of coaching. Providing women with coaching and constructive feedback on their performance can provide some much-needed guidance; help them build confidence, improve their skills, and ensure they have the tools to excel in their roles.

• Pay Equity: Addressing pay equity issues will help eliminate financial stress and promote a sense of fairness and equality in the workplace, which will have a positive impact on women’s productivity and performance. Why should a woman doing the same job as a man be paid less?? It just doesn’t make any sense.

• Support networks: Female-specific networks and communities can provide support, networking opportunities, and resources. “Your network is really your net worth” and there are several communities and networks to chose from.

You just need to find the best fit — one that will support and nurture you — one in which you feel most comfortable. GAIA AFRICA is a warm and nurturing community for her members to thrive. Our interactions are governed by our Honour Code: Mutual Trust | Integrity | Authenticity.

Important to build and nurture networks within and outside of your workplace.

• Female-centric feedback and appraisal systems: Developing feedback structures that are tailored to women’s experiences and strengths will help women feel more supported and valued. If these are put in place and feedback is appropriately addressed, perhaps there will be fewer exits at middle and senior management levels.

1. Educational programs: Programs that focus on developing skills and knowledge in areas where women are underrepresented can help women to feel more confident and prepared for success in male- dominated fields. Women should also be ready and open to upskill and reskill. Times are changing so rapidly, we need to move with the times and be ready to take on new challenges. This is how we will grow and excel.

I will conclude with Part 2 : Gender Focused Government interventions as well as the benefits of all the interventions I have shared.

Watch this space

GAIA AFRICA

June 2023

• https://www.ncbi.nlm.nih.gov/pmc/articles/PMC4205884/#:~:text=Gender%2Dtransformative%20in erventions%20actively%20exami ne,women%20to%20achieve%20desired%20outcomes.

• Biased gender social norms are a major barrier to achieving gender equality, the report’s authors warn, adding that the undervaluation of women’s capabilities and rights in society constrains women’s choices and opportunities. (CNN report 12 June 2023 https://edition.cnn.com/2023/06/12/world/un- report-gender-bias-intl-scli/index.html)