In the business world or workplace mobility is a good thing to have on your CV. Mobility brings experiences, opportunities, exposure, pride, and new skills like adaptability, resilience, self-awareness, creativity, empathy, and patience. Many of these are top skills for future of jobs as per World Economic Forum report of 2020.
When it is so good, why do numbers show distinction between migration or mobility patterns treating men and women differently. The probable answer is it is engrained in gender roles. One part of this is physical, where men can migrate easily for work, with women following them or staying back as care givers to the family. Many a times in this migration, women lose their jobs or forced to discontinue their education. It is rare that women migrate for work and husband follows. Usually, it boils down to who is the main bread earner of the family. With pay gap, demand on women due to many stereotypes, lack of infrastructure, dearth of work opportunities, etc., it is often the case that men have an upper hand. This affects women’s decision-making power, making her vulnerable. It is a vicious circle where one thing leads to another and all together, they lead to low women workforce participation rate in India. In 2022, it was at 23.97 percent (India: female labor force participation rate | Statista). This is what often leads to women stepping back in their career or not accepting senior roles, which may attract transfers or involve travel. That’s why very few women reach the top executive roles.
Second aspect of this migration story is emotional. When men travel or relocate, women handle the house along with everyone’s emotions to keep the household running. She will support and not make the man feel guilt of his move. She will adjust and make all the sacrifice while putting spotlight on the man. She runs the show with all fanfare, but it’s the man who is the hero as he is leaving comfort of home to make all ends meet.
Third aspect is social. Man starts to live a normal life and adjust fast to the pace of things in a new city. On the contrary woman takes time to adjust as our society won’t let her settle too quickly. Back home the feeling is now she is independent and enjoying life; or when are you coming next; or an emotional cold war with family for leaving them behind which hinders her new social life. So, while the man starts living a focused life without guilt and climb career charts; woman on contrary is looking at holiday calendar or booking travel back home or just sitting by herself and reflecting if the decision she took was right or wrong. She is torn apart and settling is usually longer or maybe never.
Now put together all these aspects and imagine a woman moving for work to a new city and her family being left behind. Firstly, she will be called selfish, too ambitious, and careless/irresponsible mother or daughter. Secondly, she will be drained of her mental health with everyday drama of how worse things are at home since she left. Thirdly, she will be taunted for enjoying life while back home family is having a terrible time. In all possible scenarios, she will be declared the prime culprit.
Same could be the reason that when companies go through transformation and relocation more and more women slip out of the numbers. I have witnessed this professionally and personally. If you remember, during the pandemic the women workforce participation rate declined to almost 16% (2021). It was the pressure of home care and work from home which stretched them. So many decided to leave workplace and just be home as care givers, to buy peace. The true story is she doesn’t have agency to make her own decision and her career growth is affected for life, and in many cases death of career is common.
This brings us to two key points,
- Why can’t a woman focus on her career and take mobility as an opportunity to leap her career?
- How can organisations keep gender lens during transformation times, so they don’t lose women workforce? Can policies enable women to stay or balance work and life?
+how can we make men physically/emotionally/social strong to handle the household pressure be the care giver and balance home and work front.
We may not have answer to why these differences exist, but if we start to talk about this issue and address it with good set of policies and raising our children with good examples, we will seed hope.
8 responses to “Why there are differences?”
Thank you for putting the collective thoughts in one place. Having been through a similar situation right after a big personal change, it hits the heart too hard. Hope this heard and acted upon. Not that we aren’t grateful for the support from both the genders, it just seems less at the moment. Having more empathy and understanding won’t hurt anyone rather build this bridge more constructively with a stronger foundation.
Totally agree! Empathy and vulnerability are essential to bridge the gap. Only then our future generations will think different and be part of creating equality by every action.
🙂 We sail in the same boat many times.
Your observation is quite insightful and reflects a broader understanding of cultural dynamics and generational shifts. Indeed, the issue of gender equality is complex and deeply rooted in societal norms and beliefs. Let’s break down some key points in your statement:
Positioning and Perception: The way men and women position themselves in society and how they are perceived can significantly impact gender equality. Cultural norms, traditions, and historical contexts often play a role in shaping these perceptions.
Support from Organizations and Agencies: While institutions and organizations can play a crucial role in promoting gender equality through policies and initiatives, it’s essential to address the underlying cultural attitudes and biases that may hinder progress.
Respect and Equality: True progress in achieving gender equality requires a shift in attitudes and beliefs, particularly among men, to recognize and treat women as equals in all aspects of life. This cultural change is essential for meaningful and lasting transformations in society.
Generational Differences: As you pointed out, different generations tend to have varying levels of acceptance regarding gender equality. Gen Y (Millennials) and Gen Z are generally considered more progressive and accepting of gender equality compared to older generations like Gen X and baby boomers.
Developing Countries: Gender inequality tends to be more apparent in developing countries, where traditional gender roles and cultural norms may be more deeply entrenched. In these regions, efforts to promote gender equality often face additional challenges.
It’s important to recognize that progress towards gender equality is a continuous journey, and multiple factors influence the pace of change in different societies. Education, advocacy, and open dialogue about gender roles and biases can all contribute to fostering greater respect and equality between men and women. As societies evolve and younger generations with more progressive attitudes come to the forefront, we can hope to see further positive changes towards gender equality worldwide
Thanks for starting this conversation. Welcome your perspective. Differences are respected and that’s what make us unique. The dialogue we are on to is about embracing differences and treating with dignity and equality. Together we can make a difference, despite being a drop in the ocean.
Your observation is quite insightful and reflects a broader understanding of cultural dynamics and generational shifts. Indeed, the issue of gender equality is complex and deeply rooted in societal norms and beliefs.
Positioning and Perception: The way men and women position themselves in society and how they are perceived can significantly impact gender equality. Cultural norms, traditions, and historical contexts often play a role in shaping these perceptions.
Support from Organizations and Agencies:Can play a crucial role in promoting gender equality through policies and initiatives although it’s essential to address the underlying cultural attitudes and biases that may hinder progress.
Respect and Equality: True progress in achieving gender equality requires a shift in attitudes and beliefs, particularly among men, to recognize and treat women as equals in all aspects of life. This cultural change is essential for meaningful and lasting transformations in society.
Generational Differences: As you pointed out, different generations tend to have varying levels of acceptance regarding gender equality. Gen Y (Millennials) and Gen Z are generally considered more progressive and accepting of gender equality compared to older generations like Gen X and baby boomers.
Developing Countries: Gender inequality tends to be more apparent in developing countries, where traditional gender roles and cultural norms may be more deeply entrenched.
It’s important to recognize that progress towards gender equality is a continuous journey, and multiple factors influence the pace of change in different societies. Education, advocacy, and open dialogue about gender roles and biases can all contribute to fostering greater respect and equality between men and women. As societies evolve and younger generations with more progressive attitudes come to the forefront, we can hope to see further positive changes towards gender equality worldwide
It’s amazing how you have summed up the experience and your determination! I would say this is the mark of a true leader.
I also want to emphasize on the need for organisations to be supportive in change process towards women. There can be creative ways adopted to support and retain women talent. When organisations could function so well during complete lockdowns all from home, then there can definitely be innovative ideas at play when change has to be implemented. Aquiring talent and grooming it takes time and efforts. And one wave of change should not just sweep it over. It has to be well thought of and give due credit to role that women play of giving life, nurturing it and stepping out to make a difference, all at the same time.
Thanks for your reflections. I agree totally. In the era of digitalisation and innovation, we can only hope companies you come forward and try new ways of working. This is our chance of getting woman workforce participation rate right. Else it will take 100 years or more. Let us do our bit of raising the questions and finding ways to move forward.