September 1, 2024Articles Why the World Needs More Women LeadersResearch has consistently shown that companies with strong gender, ethnic, and cultural diversity in leadership positions outperform those that don’t. McKinsey & Company, which has been analyzing diversity in corporate leadership for nearly 10 years, has seen that the business case for diversity in top positions has been strengthening[1] over time.However, women and people of color remain underrepresented in leadership roles. In Canada, for instance, while women make up roughly half of the workforce, the share of women in management — including middle management — is only 35 percent[2].We recently spoke with Ascend’s 2024 Woman of Distinction Award winner Frincy Clement about the presence of women in leadership roles, particularly in the field of technology. Clement, who is the Principal Data Scientist at ADP, is a renowned leader in Artificial Intelligence (AI). As the Canadian Ambassador and Head of North America for Women in AI (WAI), she aims to increase female representation in AI. She is committed to diversity in AI and tech by leading many strategic initiatives to inspire, connect, mentor, and celebrate women AI professionals and has received multiple awards and recognitions for her contributions to the field and women’s place in it.When asked about the awards she has earned over her career, Clement doesn’t downplay the impact of the recognition. “The awards help me be a role model so I can inspire women, or people who look like me, so they can feel confident and motivated that anything is possible. They have also helped me build my profile and establish leadership skills. These recognitions are important, especially for underrepresented minorities, so their achievements are showcased on a global scale.” Join as a member Why Aren’t There More Women in Tech?For Clement, this profile is essential, as a lack of representation of women in technology is a perpetuating problem. Tech companies consistently report[3] that women make up roughly 30% of their workforce, with an even smaller representation in leadership and technical roles. In Canada, the numbers are even worse — in 2023, only 24 percent of tech workers were women.Studies reveal that the problem is systemic and starts early on. From biases perpetuated in elementary school, movies, and video games, boys are nudged towards technology, while girls are encouraged to pursue other paths. And the issue continues through education and the workforce. “There are many reasons leading up to having fewer women in technology,” says Clement. “Starting from systemic bias, as parents, we prioritize boys over girls for STEM careers. This leads to fewer women in STEM university programs, which leads to fewer women in STEM careers.” For women who do pursue careers in technology, there are further barriers, which Clement explains.“As women enter careers in tech roles, they feel isolated because they do not have enough representation. And often, they drop out because of other responsibilities such as motherhood or caregiving — research says that 50 percent of women leave tech careers by the age of 35. Of women who stay, most end up as individual contributors as they are not given enough motivation or influence within the organization to grow into leadership roles.” Join us at our events The Importance of Increasing Female, Diverse Representation in Leadership RolesWhen there is greater gender, cultural, and ethnic diversity in leadership roles, diverse perspectives and lived experiences are brought to decision-making tables and more of the population is represented in those decisions.Research[4] shows that women leaders tend to improve collaboration, demonstrate more empathy, provide fairer treatment, and help mitigate stereotypes. “Women innately have many qualities that make them great leaders,” adds Clement. “First and foremost, they are kind and have empathy. Women can connect, build relationships, and build trust. Secondly, they are highly resilient. No matter how tough the situation, they can adapt themselves to it and ensure the overall goals are a success.” She also touts the decision-making ability of women leaders. “They assess the risk, assess the impact, and try to make decisions that are good for all.”Clement also adds that women are more inclusive leaders. “When women rise to leadership roles, they bring more women along with them and champion diversity everywhere they go.”When it comes to cultural and ethnic diversity, it is equally important for an organization’s success. “Diversity is so important in leadership roles, especially for pan-Asian communities,” says Clement. “Diversity in leadership can accelerate innovation and creativity. Studies have shown that diversity in leadership roles also breaks down such stereotypes as pan-Asians are only good for technical or support roles.” Recognizing that pan-Asian individuals also have excellent capacity and talent for leadership roles, Clement emphasizes that diversity in leadership can help build role models. “For people who are coming to Canada, they can look up to those leaders and motivate themselves to follow a similar career path.” And when those organizations that have achieved strong diversity publish their results, they can become examples for other companies to follow their path.The Impact of the ‘Model Minority Myth’The model minority myth refers to the stereotype that certain minority groups, particularly Asian individuals, are successful and well-adjusted — they are straight-A students, inherently polite, and computer or musical geniuses. The myth is damaging in that it erases differences among individuals and assumes no social or economic assistance is ever needed. It also largely perpetuates the stereotype that members of the Asian community are demure and lack leadership qualities.“The model minority myth portrays Asian professionals as academically talented, diligent, hardworking individuals,” explains Clement. “This can be positive in some respects, but it also adds a lot of barriers and challenges, such as the stereotype that we are technically good professionals, but not natural leaders. We also have pressure to conform to the expectations of our family and society to take safe and respectable roles and not become ambitious. Finally, this myth can lead to overlooking the challenges and barriers that Asian populations face, such as discrimination, economic barriers, or cultural barriers — as a result, we do not get enough targeted support.” How to Create More Opportunities for Pan-Asian Professionals and Women in Leadership Roles So, how can these challenges be overcome? How can organizations achieve diversity in leadership roles? Clement believes reaching positive outcomes comes down to a few important factors — mentorship, sponsorship, and internal policies.“Mentorship and sponsorship are two of the most important supports that women need for career advancement in technical roles,” she says. “Mentorship can give them knowledge about the skills they need to acquire to reach their career goals. Mentors can also give them access to connections so they can improve their visibility. Sponsors can actively advocate for women to reach leadership roles, take part in high-visibility projects, and achieve promotions. They can help with career-advancing opportunities that are not otherwise accessible to women.”While mentorship can help women gain the confidence to pursue leadership roles, organizations need to do some work as well. “There should be people policies and processes that support women’s elevation and movement into leadership roles, which can help instill confidence and build skills. They need leadership coaching programs, women need to be part of accelerators, and support systems must be put in place.”She also cites the importance of flexible work schedules and childcare support so women can grow with an organization while caring for a family. “Women should be able to balance their career aspirations with their family so they can achieve their full potential.” Pay equity is another lever that Clement believes organizations need to pull. “It’s also important to promote greater transparency and pay equity — research shows that women are not paid equal to men for the same type of work. Organizations need to adopt policies to promote transparency in pay and fairness — it is a collective effort.” When it comes to technology roles in particular, Clement believes changes are needed at the grassroots level. “We need to provide education in technology to teens so they can feel more comfortable and do not see technical roles as roles for men only — but that women can also excel in technical roles.”Words of WisdomClement closes our conversation with a few words of wisdom she would like to share based on her experience in Canada:“First and foremost, networking is key. It is indeed true that your net worth is your network.”“Second, find a mentor that can help you achieve your dreams — someone who is currently in a position that you aspire to be in, who can help you navigate all the challenges and break all the barriers to reach your goals more smoothly.”“As Asians, we are not used to showcasing our skills to the public. Try to make your hard work as visible as possible. We deserve the credit — we deserve what we have worked so hard for.”References1. Social Capital and Economic Mobilityhttps://www.mckinsey.com/featured-insights/diversity-and-inclusion/diversity-wins-how-inclusion-matters2. Canada lags behind peer countries on female representation in management: reporthttps://ottawa.citynews.ca/2024/03/05/canada-lags-behind-peer-countries-on-female-representation-in-management-report/3. 40 Telling Women In Technology Statistics [2023]: Computer Science Gender Ratiohttps://www.zippia.com/advice/women-in-technology-statistics/4. Women leaders make work better. Here’s the science behind how to promote themhttps://www.apa.org/topics/women-girls/female-leaders-make-work-better Read more FacebookTweetPinLinkedIn
