Advocating for gender equality is not about seeing more women in leadership positions, nor men taking on more domestic responsibilities, it is not about women wanting power or control, it is about a holistic mindset change across society for the sustainability of humanity.
Patriarchal structures have been shown to negatively impact equality as they serve to reinforce existing power imbalances between men and women. So, what can we do to change that?
As we discussed in Parity, Equality And Equity – The Trilogy In Decision Making To Achieve Gender Equality (Part 1), without a foundation of principles we will not see any change in gender equality.
So, let me share here one way I have tried to make changes, and things you can try:
Challenging Patriarchal Structures
Patriarchal structures have been in place for centuries, and we know they have a profound impact on equality. These structures maintain the status quo by perpetuating systems of power and privilege that benefit those in positions of authority – almost exclusively males!
It is a long-standing problem that cannot continue and which needs to be urgently addressed not only by our leaders, but also through our actions!
Are you prepared to take action?
Parity, equality, and equity actions are a starting point to challenge the status quo. If we accept the current situation unchallenged, then patriarchal structures will only further limit women's opportunities and autonomy.
Is that what you want?
Is that really what you want for the next generations of females?
Patriarchal structures often result in women being excluded from positions of power and influence. This leads to a lack of representation of women's voices and perspectives in decision-making processes. This ultimately has a significant impact on the ability of women to achieve equality.
As a simple example: Men are typically more likely to occupy senior positions within organisations, while women are more likely to be found in junior or support roles. This imbalance is then perpetuated through unequal pay and other forms of discrimination.
A more disturbing example: Men occupy the majority of parliamentary seats within government, and ultimately vote for policies that favour them. This imbalance results in legislation on maternity pay, domestic violence and even seat belt legislation not being adopted to protect women.
“Seat belts?”, I hear you say … Yes, crash test dummies are male, which is why injuries to women from car accidents are always worse.
Want a great read on women and data? You have to read this:
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This is my recommendation to all the men, and women, who tell me we live in an equal world!
Caroline Criado Perez investigates the shocking root cause of gender inequality. She unearths a dangerous pattern in data and its consequences on women’s lives. Product designers use a “one-size-fits-all” approach to everything from pianos to cell phones to voice recognition software, when in fact this approach is designed to fit men. I love this book.
In recent years, there has been a growing movement of advocacy and activism to challenge patriarchal structures. This has taken many forms, from the #MeToo movement to women's marches across the world against various antiquated patriarchal policies or actions.
These actions have been important because patriarchal structures have not only oppressed women for such a long time, but they have also imposed prejudices on other marginalized groups.
It’s time for action: advocacy and activism. By raising awareness about the issues and working to change laws and policies, whilst at the same time informing those ignorant of the reality of the situation, we can help dismantle these oppressive systems.
Yes, I did say those ignorant of the reality because their heads are so far buried… in the sand… that they don’t have a clue about the rest of humanity!
Let’s take the European Union institutions as an example …
Case Study: No modern European Democracy without Gender Equality”!
Now I am from Europe, I was a United Kingdom member of a European institution for 20 years, and so it’s easier for me to reference Europe than other parts of the world.
Nevertheless, please believe me when I say that nowhere on earth is getting it right!
So, whilst I talk about Europe, you can replace the word “Europe” with wherever you are.
So, let me give you the case study I was talking about in Part 1:
Europe Day – Celebrate or Commiserate for 51%?
Here is how I made my point in 2014.
As you may know I was appointed by the Prime Minister of the United Kingdom to take up a position in the European Union, (EU), in an institution called the European Economic & Social Committee representing civil society.
After two mandate renewals, I was shocked that the number of women in the Committee was just 23%, and this was supposed to be the EU institution which represented the citizens of Europe. 51% of the citizens of the European Union are women – So, shouldn’t the institution that represents them also have 51% women appointed?
There were even some countries of the EU who did not appoint any women to a position in the Committee. So, I created a campaign to highlight the inequality and the impact:
I have attached the full text here.
This is just a flavour:
“The European Union has failed at least 51% of Europeans. Every decision, directive or policy made in the EU is affected by this failing which creates a single bias. It is not only the European Commission that is guilty of this failing, but every European Institution is complicit in the same injustice. The implication and effect is that the majority is represented by the minority and in a democratic Europe it is time for change.”
“What is this failing? The fact that there is no gender balance in the decision-making process in European policy making which now causes an imbalance in every decision made in Europe. Health, education, growth, jobs, infrastructure, youth, economy, transport … not a single topic escapes the discrimination which takes place in establishing policy.”
“The appointments of the new Commissioners had been a test for EU leaders to demonstrate the credentials of a gender conscious Europe: one that places women on an equal levels to men; one which recognizes women are 51% of society who should be therefore included equally in the decision-making processes. Disappointingly only nine out of a total of twenty-eight Commissioners appointed were women. This is a blow to the concept of democratic governance itself and the very ideals of the equality agenda of the European Union.”
“However, there is an opportunity to change this. If the EU is serious about equal representation of men and women in the decision-making process, then the first place to start would be with the “EU House of Civil Society” – The European Economic and Social Committee, EESC. This would be a strong signal from Europe to move beyond lip service and demonstrate its commitment to gender equality.”
“When the “House of Civil Society” cannot represent women equally then its own legitimacy should be questioned. In the elections of June 2009, women held 35% of seats in the European Parliament; 10 Members of the Commission are female, whilst 17 are male. Women hold 24% of seats in national parliaments and 25% of ministerial portfolios in national governments. At the EESC, 23.6% of current Members are women, whilst 76.4% are men, and in senior management posts (directors, deputy directors, deputy secretaries-general) women account for only 16.7%, whilst the figure is 83.3% for men. Equal representation between men and women should be a top priority for achieving equality at all levels.”
I hope you can learn from my experiences – or maybe together we can work on your project.
Gender Equality: Analysing the Impact of Patriarchal Structures on Equality
Of course, I failed in my quest, because as you can see from the numbers, all those in charge were male. And yes, I made myself very unpopular – but I was not there to make friends, I was there to make a difference!
And yes, the example was from 2012, but I wanted to give you an example of taking action.
Things did start to change several years later when a movement of women, led mainly by the European Women’s Lobby in Brussels, started challenging the status quo. The number of women in all the EU institutions increased, and there was a greater focus on data collection and accountability.
Nevertheless, we are still a long way from parity, equality or equity in Europe, and even further in many other places in the world.
Guilty: What could be done to achieve gender balance, but which we are failing in
There is a growing body of evidence that shows that when women are represented in decision-making roles, there is a positive impact on equality. When women are able to participate fully in society, it leads to better outcomes for everyone. The time has come for change, and it is essential that we work together to create a more equitable world.
That said, it is therefore extremely frustrating when there is a public admission by the bureaucracy of the European Union, that they know they are not achieving equality and are still failing to implement the changes necessary to correct the situation.
Look at these excepts from their website: European Commission: Achieving gender balance in decision-making
“Women and men in political decision-making”
“Women are still significantly under-represented in decision-making positions in all fields. On average across the EU, women account for 33% of members of national parliaments. This means that still two thirds of members of Parliament are men and progress is slow and uneven. Women represent 32% of senior ministers in Member State governments and only 26% of leaders of major political parties.”
“What could be done to achieve gender balance?”
“Men occupy the vast majority of leadership positions. They are the ‘gatekeepers’ to the positions of power. Engagement of male senior leaders is one of the driving forces for change. This applies both in politics and in the corporate world.”
But still, they choose to retain the status quo of having more men than women in the decision-making and political arena under their control.
Gender Inequality: What Can We Do to Change It?
So, what can we do to change this? Well, first of all, we need to raise awareness of the issue. Too many people are unaware of how big of a problem this is, and if we can get more people on board, that would be a great start.
We also need to fight for equality in the workplace and in all public spaces, especially in education, finance and health. Women must be given the same opportunities as men, and they should be respected equally.
Nevertheless, we need to stand up for ourselves and for each other. We need to speak out against discrimination and sexism whenever we see it, and we need to support each other in our fight for equality.
In Part 3, I will explain with another case study how we achieved this, to stop the stereotypes related to women, and to change the representation of women on discussion panels.
But before I end, You should know where to start in driving the change.
Challenge the organisations around you to answer some very simple questions. By doing this exercise you will better understand how committed to gender equality those organisations are, and how much action they have taken so far to address gender inequality.
Please note that you need to ask the decision maker in the organisation, not just the human resources person.
10 Questions to ask decision makers about their organisations’ gender equality actions
In order to bring about positive change with regard to gender inequality, it is important to ask the right questions of those in positions of power and influence.
What policies or programs have been put in place to promote gender equality?
Are women and men treated equally within your organization
What efforts are being made to recruit and retain more women in leadership positions?
Do your employee benefits programs take into account the needs of both women and men?
Are women given the same opportunities as men to advance within your organization?
Do your managers receive training on how to avoid gender bias in their decision making?
Are performance evaluations conducted in a way that is fair to both women and men?
What steps are being taken to ensure that pay disparities between women and men are eliminated?
Are work environments safe and respectful for both women and men?
What other initiatives are you pursuing to address gender inequality?
Now, without doubt, you will get a positive answer to each of these questions. This is where you need to start peeling back the surface and asking for the evidence.
The easiest way to do this is to ask for the material evidence – Where are the policies? Are the policies paste and copy templates where the organisation name has just been inserted. What records accompany the policies?
7 Questions to Challenge Template Gender Equality Policies
You can also dig deeper with questions phrased differently:
a. What are the specific policies, practices, or behaviours that contribute to gender inequality in your organization or company?
b. How do these policies, practices, or behaviours affect women and men differently?
c. What would be the consequences of eliminating or changing these policies, practices, or behaviours?
d. Who makes the decisions about these policies, practices, or behaviours? And how could others be included?
e. Who would be most affected by eliminating or changing these policies, practices, or behaviours? And what is the course of action for consultation?
f. Are there any potential unintended consequences of eliminating or changing these policies, practices, or behaviours? How can such unintended consequences be raised and addressed?
g. What can you do to ensure that any changes you make to address gender inequality are sustainable over time?
Non-Compliance
Of course, you will get some organisations who are obviously not implementing any gender equality policies, often because they have no idea how to or because they are just blind to gender inequality. So, you could try these two questions to spark their thinking:
A. What are the risks and rewards of taking action to address gender inequality in your organization or company?
B. What are the risks and rewards of not taking action to address gender inequality in your organization or company?
33 Questions to Begin the Gender Equality Conversation with Organisations
As a freelance journalist, I am used to pursuing a line of questioning to get to the truth.
Here I have created 33 Questions to Begin the Gender Equality Conversation with Organisations Download 33 Questions here.
Now, to make this clear. The point is not always about raising the question to make someone feel uncomfortable. The point is that by raising a question, and waiting for the answer, you are actually raise awareness that there are opportunities for organisations to make change when it comes to their gender equality policies and actions.
So, when it comes to questions on gender equality, if you see a blank face, or receive a hostile reaction, do not take it as a negative – Take it as a sign to reach out and help that organisation get its policies, processes and organisational mindset on the right path. You are helping not only the organisation, but society as a whole.
I am not a certified coach, but I am an experienced leader who has been working on personal development and communication for several decades. Me and my team can guide and advise you. I don’t bite, and I don’t charge unless I know I can help. All initial conversations are free and confidential.
Gandhi said, “You must be the change YOU want to see”
Madi says, “You must be the change YOU want to see – NO EXCUSES!”
Founder Madi Group www.madisharma.org
Founder Women’s Eco-nomic & Social Think Tank www.westtworld.com
Author Madi No Excuses! www.madinoexcuses.com
Entrepreneur, International Speaker, Freelance Journalist
Listed as 1 of apolitical’s 100 Most Influential People in Gender Policy in 2018
Linked In Madi Sharma
Twitter @MadiSharma1
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