Why Hire Female Leaders (especially in a small market)
How many women do you know in leadership positions? Are they good? How do you feel about having more female leaders in a small market like Armenia?
In small markets, gender diversity is still a pretty sensitive topic. We don’t talk about it enough.
However, women bring a set of unique values to organizations. And I feel strongly about hiring them.
Gender diversity and inclusion are critical issues that have started being addressed in certain areas of the world. However, despite progress in many fields, discrimination against women in small markets still prevails.
Women often face unique challenges that most men do not – for example, they are often perceived as too emotional, not confident, or assertive enough.
As a female leader, it takes a lot of effort to get business-critical decisions approved. You need to provide enough context and enough evidence to make your voice heard and your judgment supported by other women and men equally.
Additionally, you often have to explain things (and yourself), unlike men whose thinking or decisions are not questioned so often. To be fair, a lot of male leaders do support women. But, as a female leader, I’ve heard things like, “Yes, problems exist, but don’t overthink them. Just act and do what you are good at.”
My understanding is that you overcome a problem by thinking it through, speaking it out, and opening up a conversation around it. Experiencing a problem and ignoring its existence is like hiding an elephant in a room, isn’t it?
So here is the problem – as a woman leading a tech recruitment agency in a small market, I think not believing in women and not giving them the chance to lead teams is a huge mistake based on gender bias.
Why should business owners or managers in a small market consider hiring women? The answer is – women bring a unique perspective and skillset to the table that can help a business grow and thrive.
Women are often better at addressing the unique needs of female employees
One of the first housekeeping and women-centric decisions I made when I joined meettal was introducing period leave for women and adding hygiene products for women in the office. These two simple yet oftentimes overlooked little perks usually make a big difference for women employees by significantly affecting their comfort and productivity.
Employee engagement is boosted
Research shows that companies with more women in leadership positions have higher levels of employee engagement. This is because women tend to be more collaborative and inclusive, which creates a positive work environment. Employees who feel valued and included are more likely to be motivated to perform their best work.
Women in top leadership roles increase productivity and earnings
Studies have also shown that companies with more women in leadership positions tend to have better financial performance.
A study by Credit Suisse concluded that companies with 25% of women in decision-making roles had a 4% higher average return on investment, and companies with 50% of women in senior leadership had a 10% higher cash flow return on investment.
This is likely because female leaders tend to be more risk-averse and focus on long-term goals, which can lead to more sustainable growth.
Female leaders bring a diversity of thought to the table
Women have historically been underrepresented in leadership positions. That’s why now they bring a unique perspective to the table – ideas and values never really heard of before, especially in male-dominated markets.
While it may take us, women, more time to validate a decision, our unique values can lead to a better workplace environment, improved employee morale, and boosted work ethics. Because we have to explain our choices so often, we are often more careful and thoughtful in our decision-making, which can result in more long-term success for a business.
Disclaimer: representation matters, but it’s not a rule
Having women in leadership positions is a powerful message that women, too, can achieve their career goals. However, breaking down barriers and creating a more diverse workforce might not be the top priority for an average business in a small market.
For business owners, a few business-critical priorities are employee engagement and productivity and higher return on investment. If a female leader can get the business there, they should be given the chance to do that.
I am by no means arguing that women lead better than men do. However, women should be provided an equal opportunity to lead and help a business thrive. Because, more often than not, women prove to be great at doing that.
Author: Tatev Blbulyan
