Despite so many efforts, inequities exist, and inequalities caused by entrenched misogyny, patriarchy, gender biases and discrimination are not going away.
Since migrating to Australia, I have heard many conversations about gender segregation, male domination and cultural bigotry in many countries in the Muslim world, including my home country of Pakistan, and also in economically strong and technologically advanced ones such as China and Japan. The root cause of such traits is attributed to the patriarchy, which both men and women create and endorse.
The reality is that despite the higher achievements in poverty reduction, health and education goals in many countries, anti-women attitudes are found, often in many surprising places. It is not uncommon to find that many competent women in Australia experience a lack of opportunities, mentoring, public support and overall favourable experience in their career and leadership trajectories.
Like all other human rights, women’s socio-economic empowerment is a human right. Additionally, many research studies have presented compelling business cases for gender equality to achieve conducive workplaces.
Yet, women, even in western, modern and developed countries such as ours, do not escape the impacts of everyday normalised biases against women. Undoubtedly this unfair blatant ‘normalisation’ of many sexist, chauvinistic and prejudiced attitudes and behaviours impacts the professional and leadership progression of all women in general and those from immigrant communities or those who are non-conforming in any respect, in particular.
I acknowledge that the successes I have achieved owe their existence not only to my diligence but the inevitable support of my father, brother, husband, bosses (mostly men), co-workers (mostly men) and many of my male mentors and voters at different stages of my career and professional growth.
The bigger question is why ‘men vs women’ gains greater traction in the media and even at professional forums than the slogan of gender harmony.
Women everywhere are judged more harshly in demonstrating they are worthy of achieving senior positions.
Women are constantly told there are some boxes they are unable to tick. Hence men in power cannot trust those intelligent, articulate and capable women to hold senior leadership positions. Not to mention that such standards of perfection and the requirement to tick all the boxes and be perfect are not necessarily expected from male candidates/counterparts.
A woman’s motherhood and carer responsibilities are conveniently used to cast doubt on her abilities and eligibility for the position of power and seniority. Her lack of sufficient experience in a senior role often becomes the perfect excuse to deny her the opportunity to get that role and experience.
The classic ‘merit’ argument is often quoted to favour a male candidate over a female one, even when the merit criteria are fuzzy and undefined. When the only merit is ‘past performance’ in the role, women who are not supported to have the opportunity to perform in that role can never qualify for that ‘merit’. That merit is used to uphold the status quo by pushing talented and committed women back in their corner (because that's where they traditionally belong) is the inconvenient truth here.
Women's emotional honesty can become another drawback that men and society can hold against them. A candid admission of temporary fragility or difficulty can become evidence that they cannot do the job and are not competent, reliable or ready yet to take on bigger challenges.
Men — being more in number and usually in charge of more resources — can play roles in establishing gender equality.
Men have benefited from a system that has traditionally supported them more than helping women to reach their full potential. Too often, male entitlements make for a playing field that is simply not level.
On the road to gender equality, there will be some uncomfortable adjustments that men have to make. The current system will have to create spaces for competent and aspiring women leaders (especially from marginalised and minority groups). Men might feel it is unfair to make that space for women — but to live with the status quo is not going to achieve a fair society.
It is naive and hypocritical for men to say they support women and gender equality but not have the strategic vision to demonstrate support actions.
The change to a gender-equal society can only happen if everyone works together to make it happen by applying a gender lens to policies and actions. There must be deliberate attempts to make way for equally competent and reliable women to positions of power to address prevalent gender biases and discriminations. Women also need to be better collaborators and supporters of other women. The ‘boys’ club’ approach of lending a strong network and support to men is something that women could learn from. Otherwise, nothing changes.
Seema Abdullah is a member of Victoria's Gender Equality Advisory Committee. She is Australia's first Pakistani-born Muslim migrant female councillor and a former mayor of Greater Shepparton. The views expressed here are personal and do not represent the views of the Greater Shepparton City Council.
