Reflections on Attending a recent National Conference for Women Leaders

Natural Difference Exists in the Way Think or Are Conditioned to Think.So Let's Move on. 

I am not the one who is going to lose a chance to be part of a great conversation and mind-milling. That is why conferences as a way to express appeal to me. A day long conference on a Friday is just right. A conference with accomplished people is fantastic. A chance to represent my organization as a woman leader is the cherry on the cake.So far so good.

I did confess, I did notice too much estrogen levels in the conference hall.  I also observed too much pink, silk, special requests for green tea instead of regular coffee and tea, sachets of artificial sweeteners being snapped opened. I noticed chocolate only desserts at lunch. Brilliant. I noticed the conference was efficient, started at 8:30, and yes, we need to dash out at 5:30. Do not ask me again about what women want.  

I noticed, at unlike the conferences I 've attended before, the organisers made a conscious effort to have majority of women speakers (yes, sometimes things have to be stated). Role reversal. The outcome was that we had created an environment where men provided structure, clarity and objectivity and women provided frankness, emotions, sensitivity, alternate viewpoints.

These things were noticeable to me because I've worked in environments dominated usually by the opposite sex (even despite the fact that I have never worked on factory floors, but I can just imagine!).

What was discussed (in-short): 

The key themes were around 

- Changes in India about women participation in work force, comparisons with other nations , trends, global experiences 

- Should "THE RATIO" be even a discussion point at work place? Why should women be treated differently: favorably or unfavorably? Why do we need to do anything different?

- Is there a business case for more women participation in business/entrepreneurship/ corporate world?

-  Why are they not enough women at the top leadership positions even when we have a greater yield of educated women, and entry level joiners ? Why do women face a "glass ceiling" at mid- management level? Organizational and country-level Strategies for recruitment, retention? Are quotas one of the solution?

- Are women themselves responsible for this state of affairs: where they stand underrepresented in most areas, especially when it comes to leading large corporations and starting businesses?

 - How to manage expectations of being perfect wife, employee, leader, daughter, mother, etc. ? Are they valid expectations from self?

 Who discussed: 

Men & women. Diplomats, Founders of non-profit organisations and for-profit outfits, heads of large corporations, legal eagles, media persons, employees at corporations, small businesses....

Analysis: 

I am not too fond of seeing the world in one or two-colors. I do not see a reason for bra- burning feminism or bias towards the female gender. Any one who sees things like that is bound to miss out what humanity has to offer in general. But let us accept the world is far from fair. And my world is rather too perfect.I have had a privileged upbringing, I've had positive role models, equitable social conditioning and  rather an elite education. The reality is different. There exists an unconscious bias. there exist violent outcomes, fatal ones if the bias taken too far. 

So let's analyse where we are. At any point in time we may wear one of the several lenses:

1) Lens 1:

Men seem to be thinking being a woman is an advantage, and women perceive that it is a disadvantage, in certain cases

Result: Stress between genders, unconscious bias

2) Lens 2: Women seem to be thinking being a woman is an advantage, and men perceive often that it is a disadvantage, in certain cases

Result: Same as above

3) Lens 3: Men seem to consider themselves superior to women in general, women admit that that.

Result:  Power play, an conscious bias creeps in relationships

4) Lens 4: Women seem to feel they are superior to men in general, men admit that

Result: Same as above

5) Lens 5: Both women and men are not concerned or bothered about who's what (false equality I'd say).

Result: Lack of empathy of any special needs of either sexes

6) Lens 6: Both women and men are aware about the  differences and similarities.

Result: Being human.

I will not be prescriptive. I will not tell you which lens to wear. I will just warn you to expect the possible outcomes. Do not be surprised that you see what you see when you wear that lens. And ask yourself, do you want to put your identity before results? If you will, others will. This is my personal belief. That said, external perceptions about your self-identity do influence you. A bit of reflection is prescribed to be conscious to them. Address them if it comes from people who matter to you. Ignore the judgements and take negativity to convert it to positivity. Easier said than done. I know.

This conference and the discussions provided reinforcement to my beliefs.Harness human energy.

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