Although many women in fields such as engineering or computer science battle gender inequality, my situation was the exception in my industry. Public relations is generally dominated by women, and women account for 63 percent of PR specialists; other estimates have that number as high as 85 percent.
Because our agency was a startup, the office could grow intense in strategy sessions, as our team was forging the foundations of our growing business. I asked myself common questions that many women working in a male-dominated office might understand: Should I be aggressive? Should I disagree with my male bosses? Should I avoid disturbing the status quo?
In those moments, I felt I had a choice: I could sit on the sidelines and do only what was asked, or I could forge a leadership position where I could bring my unique perspective to the forefront of our company and be a leader for women who would join our company later. The choice was simple: I spoke up.
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March 8 marks International Women’s Day, celebrating women’s achievements and paving the way for a more inclusive workplace, so it’s important to talk about the power of speaking up in the office, even in women-dominated fields like PR.
Although women have a significant portion of the jobs in PR, only 30 percent of all global PR agencies are run by women. Women clearly thrive in PR professions, so what is holding us back from reaching the top?
Women are successful in PR in part because we are strong communicators and empathetic listeners, particularly in representing clients. So why can’t we apply those skills toward advancing our own careers?
The common belief is that women simply don’t ask for promotions as often as men, but a recent study conducted by Cass Business School in London, the University of Warwick, and the University of Wisconsin finds that is not the case—especially among younger professionals.
Instead, the study reveals that women were 25 percent less likely than men to get a pay raise when they asked for it. If women are asking for raises and promotions at the same rate as men, then why are we less successful in securing them?
Studies would suggest it has something to do with perception and gender expectations. In the workplace, far too many women shy away from being perceived as dominating or headstrong.
For instance, a 2012 study by Yale found that when a man speaks up he is considered powerful, but if a woman speaks up, she is more likely to face criticism than to receive respect or esteem. Women in the Workplace 2016, a study by LeanIn.Org and McKinsey & Co., found that women who negotiate are 67 percent more likely to get feedback describing their personal style as “intimidating,” “too aggressive” or “bossy.”
I believe that growing as a leader requires speaking your mind and coming up with innovative ideas. It’s not just about suggesting new ideas; it’s about advocating for those ideas.
As women, we are both empowered and discriminated against daily. Sometimes the bias is conscious, and sometimes it’s unconscious, but it’s up to us to decide what we will do with the praise and criticism. Women should understand that it’s an asset to be strong, powerful and outspoken.
As a public relations manager, I have mentored and trained young female PR interns, and it’s incredibly important for me to empower and encourage them to speak their minds and challenge colleagues.
I work under a male director who can be outspoken and opinionated, and he tends to dominate the conversation. I learned early on that it was necessary to speak up more in meetings and express my opinions and viewpoints—even when it went against his—because otherwise my voice would never be heard.
My male colleagues challenge each other, even interrupt each other, so I had to learn to speak in a similar way. Ultimately, this helped us to become a stronger, more successful PR team, because the younger women on our team saw me interrupt our director and challenge him on strategy, and they ultimately saw him listen to my thoughts and consider them.
What our team saw was a leadership duo who not only disagreed on strategy openly but always bent toward what was best for the company. This set an example for future PR team members to speak their mind as well.
If you work for a company that doesn’t respect your voice, you might consider a new job. It’s time to move gender parity from theoretical discussion to action. If we want a promotion, then we shouldn’t just ask for it, we should act as though we deserve it. If we disagree with our manager, then we should say so.
I know that if I want to be a leader, I have to be bold and take a risk.
Caroline Khalili is the public relations manager at Circa Interactive, a digital marketing agency specializing in higher education.
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