Fix The System, Not The Women In It

Farzana Shubarna, now a director at an FMCG company, recalls the humiliating experience of being presented to her regional teams by one male mentor. “In the first country, he introduced me saying, ‘This is the regional director for operations and supply chain; she is here for diversity’.” Shubarna says she smiled and brushed off her colleague’s uncomfortable introduction. The second time, she cringed as he introduced her as the token woman on the team. His third attempt to undermine her was thwarted as she reeled off her work and academic history to her new colleagues. “This is the right message to our team,” she told him.

- Dona Amelia

Shubarna admits that it takes experience and confidence to push back on flippant discriminatory remarks. Even then, it is not the responsibility of an individual to fight systemic prejudice. Women are often blamed for gaping gender inequality because they shy away from reporting misconduct or don’t push as hard as men for promotions or pay rises — a message underpinned by countless self-help books, seminars, and confidence-coaching targeting female employees.

Critically, the responsibility lies with business leaders to implement policies that will change organizational systems so that women are rewarded equally. “You lead by example,” says Isabelle Alvarez, president of the Belgium Luxembourg Chamber of Commerce in Singapore, and a member of EGN Singapore, an executive networking group that offers safe, gender-neutral spaces to discuss issues with others in and outside their own industry. Peer networks that cater to professionals in senior positions is a good place to foster positive ideas about how to address gender disparity. “It is important to see people that are good leaders, to mingle with them, learn and discuss with them. It is about building resources, trust and relationships,” says Alvarez.

Women Ask, But Don’t “Get”