James Brown Was Right; It is a Man’s World
Black and white image showing an outline of James Brown painted on a cement pillar.
It’s a Man’s Man’s Man’s World was released over five decades ago, but it certainly still feels that way for women in business today.
We are going backwards in so many ways as women at the very top battle feelings of isolation and ignorance from those around them. Recent data from McKinsey’s Women in the Workplace report not only demonstrates minimal progress in C-suite representation for women, but also reveals a decline in overall representation throughout the pipeline for Black women, in particular.
This is a time when we see so clearly the severe impact that division is having on the world around us. We need to be working together, building more human connections, and breaking down existing barriers preventing change.
Why is progress so slow?
Women are voting with their feet: We are seeing strong senior female executives leave their organisations due to a lack of change, or willingness to change.
Commitment is fake: Many women are tired of hearing words without action and feeling surrounded by old-fashioned thinking, an element of ‘group think’, and a ‘set of rules’ they are not party to.
Unequal promotion paths: For every 100 men promoted to the manager level in 2023, only 87 women or 73 women of colour make the same transition; this is referred to as the broken rung.
BLM has faded: In 2021, 96 Black women were promoted for every 100 men, but this number has now fallen to 54 for every 100 men. Since George Floyd’s murder and the global BLM movement it appears profit panic has rapidly taken greater precedence than purpose.
Other marginalised groups are ignored: Disabled or LGBTQI+ women are usually left out of research and discussions entirely.
What actions actually work?
Business goals, not inclusion goals: Align financial and strategic objectives with the most relevant leadership behaviours and cultures, underpinned by inclusion.
Disruptive role modelling CEOs: Stop articulate leaders from saying the right thing and doing the opposite. Either build their future readiness to lead differently or hire authentic leaders who can bring real change.
Systemic leader management: Create broad sustainable change across the entire leadership population, not in pockets. Do not allow people to walk past and ignore the worst behaviours in the organisation.
Supplier scrutiny and removal: Be bold in either removing suppliers who are only interested in the financials or forcing a partnership that aligns more with your own business goals.
Business would be nothing without women.
“This is a man's world, but it wouldn't be nothing, without a woman or a girl” was the true message behind James Brown’s song in 1966 and this is the reason for this article. Companies and Leaders who want to delight employees, investors, shareholders, and customers won’t settle for ‘some progress is still progress’.
There is clearly a fundamental problem still occurring with Chairmen, CEOs, NomCos, and their successors in the global markets.
Is this why economies are failing? Is this why more businesses have failed in the last 3 years than ever before? And most importantly, is this why the term DEI is becoming more contentious as time goes on?
Maybe it’s the leaders who are contentious not the DEI movement and its proven benefits.
About Equiida
Our mission at Equiida is to help elevate and hire people that want to drive change and address the fundamental barriers within systems that inhibit organisational success. We truly believe that if leaders want to run profitable organisations that remain ahead of the competition in this rapidly changing world, they must recognise and value what a truly diverse and inclusive workforce can bring.