5 Myths About Career Women

The best way to stop stereotypes and myths about women from being perpetuated and internalized in society is to realize what they are, and speak up against them. A while ago, I read about some myths regarding women in the workplace from my text book Women Lead the Way, by Linda Tarr-Whelan, that I felt were important to mention here today. The problem with these myths, the author points out, is that there is a little bit of truth to them. I imagine, just enough to keep some people skeptical. So, after briefly acknowledging that, it's time to dispel these buggers.

Myth 1: Be Patient
Women are told that if they are struggling to advance in their career that they need only be patient, and wait for the opportunity. It's all just a matter of time. However, The New York Times ran an article pointing out that while women have comprised much of the business world for many years, only 2% of the C.E.O.'s of Fortune 500 companies are female. Furthermore, over 10% of these companies don't even have one woman on their board of directors. Ilene H. Lang, president of Catalyst, says, "Women are almost two and a half times as likely to be channeled into staff jobs like H.R. and communications than into operating roles where they would be generating revenue and managing profit and loss." She adds, "When more women hold line positions, there will be more women top earners and C.E.O.'s." Executives and analysts also cite the fact that men at the top tend to choose to work with someone they feel comfortable with, generally other men.



Myth 2: Women Don't Want the Top Jobs
I've heard this one a lot before. "We don't discriminate, women just don't want top management positions," or "Women aren't as comfortable with the specifications for the job." Could this really be the case? Tarr-Whelan claims that while the playing field is not yet level, claims that women don't want the top jobs are not justified. Specifically, I thought she had a great point in saying,

The traditional view was work-centric, and the workplace reflected a comfortable view of the world with life and work as two completely separate spheres. It was accepted that work required unending sacrifice to scramble up to the top, and someone at home--generally a wife or paid staff--would manage all the rest of life. This traditional workplace continues to be the model almost everywhere.

The same model dominates in the professions--medicine, law, academia, science. Few women entering the professions have a spouse at home, but most programs are designed as if they did. 

In order to keep pace with this traditional model, career women can be forced to feel the need to stay single, not have children, or face the repercussions at work for multi-tasking family priorities with those of work. This professional work model is not very female-friendly, as women tend to view work and home life in a more integrated fashion. Furthermore, what should be important in the workforce is results, and not long hours and inflexible schedules. Despite the claim that the specifications for the professional workforce have been molded out of traditional family models, the female executives of Fortune 100 companies were equally as likely to desire a position as C.E.O. as their male counterparts, according to Catalyst.

Myth 3: Talented Women are Dropping Out of the Workplace
Sometimes there are claims that women aren't in top positions because they are dropping out to be stay-at-home-moms or to take care of ailing family members, etc. While this may be true for some women, it is hardly the case for very many. Tarr-Whelan claims that, "Two-thirds of women with small children are in the workforce, as are three-quarters of those with school-age children. An overwhelming proportion, and a steadily increasing number, of employees living in couples are in dual-earning couples. Most family budgets demand more than one income, so virtually all women in this country will be in the workforce at one time or another while they are carrying family responsibilities for children or elders."

However, she suggests another reason for which women are likely leaving the workplace. As mentioned earlier, many professional work environments are not very accommodating of working mothers. In an unsatisfactory attempt to work in an environment that doesn't welcome their situation, these women may be leaving their jobs to start up their own business and work from home. Rather than taking these women's struggles and concerns seriously and making accommodations to fit their needs, companies may just insist that these women aren't cut out for the job, or that they are quitting exclusively to concentrate on family priorities, and not to find other work.

The myth that women are dropping out to take care of family is also perpetuated to explain why there are so few female professionals in top faculty positions as doctors, prestigious scientists, tenured professors, or as partners at big law firms. Yet, the majority of graduate students are female. Many of these professional institutions claim that, in addition to having few female leaders at the top, there also is an evident lack of respect for women and the unique talents that they offer. Consequently, it is rare to see policies that accommodate the dual lifestyle of work and family which women desire.

Where this myth persists, a woman may not be hired due to the impression that she may not be a long-term employee. Though such behavior is illegal, there is no doubt that these impressions hold some influence. In addition, viewing women as being less stable for longevity can also foster the impression that women are less serious about their jobs, and further perpetuate the myth that women don't want top faculty positions.

Myth 4: We Don't Discriminate
No one is going to admit to practicing discrimination, but it's not just coincidental that women are so dominantly absent from leadership positions. "Whatever is in question--a company, an organization, a government entity--if it has totally male leadership at the top, it isn't gender neutral; it is just another exclusive club." For me, that says it all. But, if you're in the mood to shake your fist at Wal-Mart (perhaps for the second time today), look no further.


Myth 5: No Women are Qualified
While in the past it was obviously more difficult to find women with as much education and work experience as men for top executive positions, it is not today. The reality is, if you look for a qualified woman, you will find one. Chances are, you won't have to look too hard, and she'll probably even submit a resume.

Now that you know the myths, don't let people pass them off for truths. Women are just as qualified, reliable, and dedicated as men, and the discrimination they often still face will not just go away if women wait patiently for their turn.