Being female in male-dominated professions

Dear Concerned Mom,

It is important for your daughter to appreciate that the working world will present a number of challenges, inequities and injustices in various forms, and at different stages throughout her career.

For example, at more senior levels, she may be faced with the challenge of negotiating for equal pay or charting new paths and shattering glass ceilings.

As parents, our natural inclination is to protect and guide our offspring, and to do this we must equip our young women with the necessary tools to use throughout their lives. These include such things as respect for self and others, integrity, personal responsibility, work ethics, critical thinking and self awareness.

Children tend to mimic the adults in their lives, so it is imperative to set the right example from the start.

Groups tend to form based on like mindedness or shared commonalities, such as religion, gender, age, socioeconomic status, race, and other factors. These shared commonalities allow group members to readily acclimatise and become more accepted among “their own”. The male-dominated workplace is but one manifestation of this type of association. In such environments, women may (though not always) be subjected to some sort of segregation. In such instances, it would be beneficial for your daughter to focus on what she has control over, and to work on developing those life skills that are necessary for dealing with uncomfortable situations and people in general. “How to Win Friends and Influence People” by Dale Carnegie is a good read and provides insight into examining one’s individual behaviour and approach to personal and professional relationships.

A simple online search will also yield many resources that discuss how women can advance their careers in traditionally male-dominated industries.

They often include tips on leadership and confidence-building, among other topics. However, having worked within the traditional “boys’ club” for the last few years, I wish to share some personal insights and advice on areas that are not usually discussed.

When you do not possess a shared commonality or fit the status quo, you have to set the standard for how you wish to be treated. For example, if you arrive to work and a male co-worker makes an uncomfortable comment about the fit of your skirt or your physique, responding with stern glance as opposed to a giggle will send a clear message to your co-worker about where your boundaries lie. Oftentimes, such remarks are designed to test your boundaries and your reaction will set the tone for future interactions.

The workplace reality includes several stories of attempts to sully co-workers’ reputations by persons (both men and women) who may feel threatened by or who hold personal biases against the co-worker. This can happen in both female-dominated and male-dominated environments.

The grapevine is a powerful and at times, destructive tool in a disparaging and gossip-based culture. Should your daughter ever find herself in such a situation, the supportive and encouraging parental role will need you to say, “Chin up, reclaim your authority and do your job”. As difficult as it may be, she must always remain professional. A mentor can be beneficial in times like those when emotions can cloud judgement and assistance is needed to strategize the way forward.

At times, workplace antics can make even the most seasoned veteran cringe. Not taking things personally is a learnt skill that comes with experience.

Unconstructive criticism can also feel like a personal attack. Filtering is useful – sift out the unnecessary and use the substance for improvement.

Having said that, researching the potential employer and industry should be one of the first steps, and this can be conducted before, during and after the initial interview. Advise your daughter to speak to a few current employees to get a ‘feel’ for the underlying corporate culture. Solely considering the remuneration package is not enough to ensure peace of mind and a healthy work-life balance. She should ask questions to determine if the opportunity would fit her personality, ambitions and lifestyle. Some questions she may want answers for, include: 1. How are women really treated? How many female employees are there and what positions do they hold in the company? 2. How often are women promoted or given a voice? 3. Are there instances of reported sexual harassment or discrimination? What HR policies are in place minimize and deal with such issues? 4. Is it a multinational company? Are there any equal opportunity clauses? 5. What is the company’s position on flexi time, especially if familycare responsibilities fall heavily on her? Specific to the offshore industry, rigzone.com published an article “Pioneering Women: Oil & Gas Industry’s Frontline Females” which highlighted the changing composition of the workforce, as well as the individual experiences of women in the industry. This would be worthwhile to peruse.

Finally, mom, it is important to encourage our children to live their dreams and fulfil their potential.

Unfortunately, there isn’t a written manual to treat with every situation that may arise. Sound judgement is critical. If the situation ever becomes untenable, unsafe and left unaddressed by senior management, she can immediately explore her options out.

Good Luck, AFETT AFETT is a not-for-profit organization formed in 2002 with the goal of bringing together professional women and engaging in networking opportunities, professional training and business ideas.

ASK AFETT is a column meant to address issues and concerns of professionals seeking advice to assist in progressing in their careers. Today’s response was written by AFETT member, Ortinique Cumberbatch, Principal Consultant at OCMC Services. Learn more about AFETT at www.afett.com, search for AFETT Events on Facebook, follow us @ AFETTEXECS on Twitter or contact us at 354-7130. Email us your career-related questions at admin.afett@gmail.com.

SOURCES: http://www.rigzone.com/news/ oil_gas/a/112303/pioneering_women_ og_industrys_frontline_females