In recent years, there has been a growing recognition of the invaluable contributions women bring to leadership roles. Research, including studies cited by Harvard Business Review, highlights the distinctive qualities women leaders bring to the table. Women often exhibit transformational leadership traits, fostering innovative and collaborative work environments. This is in stark contrast to their male counterparts, who may lean towards transactional leadership styles. Women leaders have been instrumental in championing policies that promote diversity and inclusivity within the workforce, thereby promoting overall well-being and culture within the workplace.
Despite these benefits, the representation of women in leadership roles in non-profits remains low, with only 18% of the largest global non-profits being led by women. This underrepresentation of women in the highest leadership roles is a persistent issue in the nonprofit sector. While women make up 75% of non-profit employees, only 42% of non-profit boards are led by them, and only 22% of non-profit CEOs are women. These statistics highlight the gender disparity in non-profit leadership and the need for greater representation of women in top positions.
Landscaping Research in the Indian Development Sector - Insights on Barriers & Solutions through Workplace Policies and Practices:
The underrepresentation of women in leadership is a global issue, and the Indian context is no exception. Arthan’s Women at Work recently concluded a comprehensive landscaping research in the Indian development sector, engaging with over 70 organisations. The findings revealed a nuanced picture of women in leadership roles. The research uncovered disparities in opportunities, with male managers often favouring their male counterparts. Through its conversations with non-profit leaders, we observed that having a woman leader is helpful because there are so many contextual realities that other women in the team would be able to share more openly as compared to a male manager.
Women leaders reported feeling pressured to conform to masculine norms, and display a certain masculine persona and reduce the scope of femininity leading to frequent and rapid burnouts. Many of them we spoke to acknowledged that organisations often view women getting married as a liability. Instances of hiring conversations surrounding this topic have prevented more women from joining the workforce in the development sector and/or progressing further in their careers. The development sector as a whole is often perceived as a place for women only, and men working in this sector are looked down upon.This stereotype has ended up becoming a hindrance for aspiring women leaders. It was observed that the phenomenon of women working in the social sector is seen as an extra activity or a medium for extra income, thereby hindering their career progression.
A common challenge identified in the landscape study is the lack of mentorship and upskilling programs for women. It has become evident that addressing this gap is crucial for dismantling systemic barriers to women's leadership.
At EquiLead, we are taking forward the work done by Women at Work and delving deeper into the importance of creating spaces that provide freedom and opportunities for women, emphasising the need for organisational investment in women's professional development:
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Creating Inclusive Spaces: Organisations should strive to cultivate environments where women feel empowered to voice their ideas. As they strive to create inclusive and dynamic environments, the role of communities in fostering the growth of women in leadership has become increasingly significant. These communities serve as invaluable platforms for networking, mentorship, and skill development, contributing not only to the individual success and empowerment of women but also to the overall growth and success of organisations. Equilead will work with organisations to create an atmosphere that values and encourages the contributions of women, thereby mitigating barriers to their leadership advancement.
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Promoting Inclusion and Freedom: At EquiLead, we aspire to work with HR and people teams in social impact organisations on GEDI policies as well as co-design intra-organisational communities such as listening circles to create a supportive space for women, encourage open dialogue about the challenges women face in leadership positions, and build work environments where women leaders can thrive. Recognising that women often face unique challenges, especially with regards to balancing caregiving responsibilities, organisations must offer flexible work arrangements. This includes options for remote work, flexible schedules, and family-friendly policies. Providing the freedom for women to manage their professional and personal responsibilities enables them to thrive in leadership roles without compromising their well-being. Organisations that prioritise work-life balance and flexibility are more likely to attract and retain top female talent. We hope to influence organisational policies and practices through community spaces and dialogues.
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Learning & Development: Upskilling programs are essential for equipping women with the knowledge and capabilities needed to excel in leadership roles. We aspire to work with organisations to strategically invest in training programs that benefit both individual career growth as well as contribute to the overall culture and innovation within the organisation.
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Mentorship Programs: Mentorship is a powerful tool for career development, providing individuals with guidance, support, and valuable insights from experienced senior leaders. Women at Work’s research revealed a notable absence of structured mentorship programs within organisations. Through our platform, we intend to pair aspiring women leaders with experienced mentors who can provide guidance on navigating workplace challenges, making strategic career decisions, and offering constructive feedback to enable their growth and development.
At EquiLead, we actively work to bridge the gender gap in leadership by facilitating pathways for more women at mid and senior levels in their careers to join, lead and grow in social impact-focused institutions. Our approach involves providing capacity-building tools, facilitating access to learning and development opportunities, mentorship, and fostering a sense of community, comfort, and safety as well as forums for peer learning, idea exchange and collaboration. By combining training, policy advocacy, and community-building initiatives, on one hand we aim to empower women to join the development workforce, grow and lead within the workplace, and on the other, strive to equip organisations to effectively nurture and support these women in their professional journeys.
We welcome collaboration from organisations seeking support in policy implementation, gender mainstreaming, women’s leadership development and related areas in institutional structures and operations; thereby leveraging our expertise in organisational development and gaining valuable support and access to tailored programs, tools, and experts.