Something seismic is happening in the US, and we could not be happier.
A woman – not just a woman, but a woman of color – is running for President. This history-making move is primed to be a giant step forward for the country, but it’s also a big win for women in leadership everywhere.
As the first female, Black, and South Asian Vice President of the United States, Kamala Harris has already broken through long-standing barriers we’re all too familiar with in the business world. Now, with the Presidential suite in sight, she is on the cusp of redefining what leadership looks like in a nation where white men have historically dominated.
For us, she is a potent symbol of what’s possible when barriers are broken, and voices long marginalized take their rightful place at the table. The biggest table there is.
Kamala’s path has been anything but easy, from her early career as a prosecutor to her role as a US Senator and now as Vice President.
Like any politician, she has often had to contend with the harsh glare of public and media criticism. From her prosecutorial record to her ability to connect with voters, she has ruffled more feathers than a tornado in an apiary. Most of the scrutiny she faced, though, was rooted in her gender and race.
Far from being deterred, these experiences have shaped Kamala into a resilient leader who understands something no male leader before her could – the complexities of navigating power as a woman who is also a person of color.
Her experiences will resonate deeply with so many women in business who, like Harris, must often work twice as hard to prove their worth.
Gender disparity in leadership roles has deep historical roots. Societal norms that have existed for centuries have often relegated women to secondary roles, particularly when it comes to leadership.
The reasons are manifold, including deeply entrenched stereotypes about women’s capabilities, the gendered division of labor, and the lack of support systems for women balancing work and family life.
Even today, the numbers tell a stark story. As of 2023, just 10% of Fortune 500 companies have a female CEO. We have a long way to go.
This gender gap isn’t just about being equal and fair; it’s a business issue. Studies, including the well-known McKinsey & Company report, have consistently shown that companies with greater gender diversity are 21% more likely to experience above-average profitability compared to those that don’t prioritize diversity. Diversity of thought, background, and experience leads to more innovative solutions, better decision-making, and stronger financial performance. If you lead a big business, making diversity a priority is a no-brainer.
To close the gender gap, organizations need to take tangible steps. This includes putting policies in place that support work-life balance, ensuring equal pay, and providing mentorship and sponsorship opportunities for women. More than that, it’s about actively challenging and dismantling the biases that exist within corporate culture.
WeQual supports organizations by offering resources, networking opportunities, and programs designed to elevate women into leadership roles globally at scale. By connecting women leaders across industries, WeQual helps to create a pipeline of talent ready to step into executive positions. We don’t want to just improve individual organizations; we want to shift the gender dial for good. These repeated slights contribute to a lack of psychological safety, stifling innovation and risk-taking. Women facing microaggressions are three times more likely to consider quitting and four times more likely to experience burnout.
Changing centuries-old opinions about gender roles won’t happen overnight. But as Kamala Harris’s journey shows, change is not only possible but is already happening. Each step forward, no matter how small, contributes to a broader movement toward gender equity.
For more information on how WeQual can help your business champion diversity, visit wequal.com.
