This is the fifth in a series of blog posts looking at the myths that act as barriers to women’s advancement in the workplace. These myths were discussed in a workshop moderated by Deborah Gillis, Vice President, Catalyst Canada at our WiN-Canada Conference held in Ottawa on Feb. 27, 2008. Catalyst is the leading nonprofit corporate membership research and advisory organization working globally with businesses and the professions to build inclusive environments and expand opportunities for women and business.

Myth #5 - Moving up in the organization is all about merit - gender is irrelevant.

Catalyst’s research, “Women and Men in U.S. Corporate Leadership: Same Workplace, Different Realities? 2004” found the following:

“While women and men executives face some similar barriers as they rise through the ranks, there are some stark differences. That gender disparity becomes even more pronounced when we examine perceptions of barriers to women’s advancement, in general. Women and men have differing views on the challenges facing women as they attempt to climb to the top.

Overall, women are much more likely than men to see barriers to the advancement of women in their companies. In fact, there are no barriers facing women that men cite more frequently than women. This is consistent with Catalyst research and consulting engagements which reveal that members of a stigmatized group are more likely to perceive discrimination against their own group members than are those outside of that group.

So for example, even though both women and men agree on the top barrier to women’s advancement - a lack of significant general management or line experience - a significantly higher percentage of women (79 percent) than men (63 percent) cite this. Furthermore, women’s and men’s views diverge tremendously in some areas relating to work culture and environment, indicating that women may be much more aware of the ways in which women’s careers continue to be hindered by factors related to occupying an outsider status. Specifically, women are more likely than men to cite barriers such as:

• A lack of awareness of organizational politics (57 percent of women, compared to 22 percent of men);
• Exclusive from informal networks (77 percent of women, compared to 39 percent of men);
• Stereotyping of women’s roles and abilities (72 percent of women, compared to 44 percent of men); and
• Lack of opportunities for visibility (51 percent of women, compared to 22 percent of men).

The only barrier on which a relatively sizeable percentage of women (27 percent) and men (29 percent) agree is the impact of women not being in management ranks long enough.

Because the most senior management ranks remain dominated by men, it is important that men develop an understanding of the challenges faced by their female colleagues. For an organizational change effort to commence and be truly effective, most men need to become as aware of the barriers that women face as women, themselves, are.

The findings suggest that, with some education and insight, this awareness can be achieved. In fact, women and men already recognize a number of discrete barriers that act as challenges to women getting ahead. From women’s perspective, the top impediments to women advancing reflect the impact of lack of appropriate experience, stereotypes and cultural impediments, and a failure of senior leadership to assume accountability for women’s advancement. Men’s top responses reflect a similar perception, while they also include the impact of commitment to family and personal responsibilities as a key barrier. (Although a higher percentage of women cite this barrier, it is men’s second most frequently cited, while it is women’s sixth.)”

The reality is that men and women face different barriers in their advancement. Both genders need to be aware of the barriers faced by their female and male colleagues, which will help to level the playing field. Gender is not irrelevant when looking at the barriers facing the advancement of women.

Look at the most significant barriers facing women, which were cited in the research. Have you experienced similar barriers? What can you personally do to educate yourself to see the barriers and develop strategies to overcome them? What can you do to provide education and insight to senior management to help them understand? Join the conversation and post a comment about your own experiences. Working together we can make a difference.

Next time we will look at Myth #6 - Women are not natural born leaders.