I found a great article written by Herminia Ibarra, Robin Ely and Deborah Kolb, in which they discuss unseen barriers for women at work and suggest the idea of “identity workspaces”. One of the constant issues I see companies face when dealing with gender integration, is finding
a mechanism or schema to help women transition into new roles, interesting stretch assignments, or increase their sense of presence in the organization. ERG’s, or employees resource groups are a good start , helping create a venue for pointed and targeted discussion, regarding specific areas that women need to think about or just understand better.
But this initiatives can never achieve the ultimate goal which is creating a true sense of leadership awareness that is resonant with the organization.
The creation of identity workspaces such as mentoring, coaching, women initiative programs, unconscious bias training, prove to be the right frameworks for women and men to have rich and productive conversations as to what is the leadership style needed in the organization, what are the demands of the corporate culture
and what are the values that need to be upheld.
What I know to be true is that when these “framed” opportunities are created, the shift in behavior
and mind set happens quickly and authentically.
As I always say, women do not have to be fixed or changed, they just like men, need to become aware of certain social and cultural issue and context that interact in our daily endeavors.
Once they become aware and understand the “reality” of these interactions, they are able to feel they belong, and that is why this idea of crafting identity workspaces makes so much sense – which I hope you won’t ignore.
Elisabet Rodriguez Dennehy