Unveiled: Igniting Change, Empowering Impact through Recognition
Why is it that acknowledging a woman's pivotal role in a man's success is often overshadowed by the spotlight on his achievements?
In recent events like the Oscar nominations, the movie “Barbie”, despite being the highest-grossing film in 2023, ranking 14th on the list for highest-grossing films of all time and earning more than $1.4 billion, breaking numerous records, failed to secure nominations for its director, Greta Gerwig, and leading actor-producer Margot Robbie. Yet, their male partner, Ryan Gosling, was nominated for supporting actor. Not only that, he also got a nomination for best song (he is not a singer). Imagine a world where underrepresented groups get that kind of encouragement to explore something new!
Whether you enjoyed the movie or even watched the movie is irrelevant. This disparity in recognition emphasizes the disproportionate challenges that women still face.
While this has garnered a lot of attention, unfortunately this happens all the time across industries and businesses, and goes fairly unnoticed. In fact, research shows that women are less likely to receive credit for their accomplishments at any level. For example, women are 60% less likely to be named on scientific patents related to their projects and a man is 13% more likely than his female counterpart to be named as an author in scientific publications. While this study did not capture race and ethnicity, women of color face even more obstacles in publishing and there are so many more examples of disparities that impact the career and growth of women.
The movie “Hidden Figures” sheds light on the untold story of three brilliant African American female mathematicians who played a crucial role in launching astronaut John Glenn into orbit yet remained unrecognized for decades.
In academia, a study highlighted by The Washington Post reveals disparities between male and female professors in economics. When a female co-authors a publication with a male colleague, her probability of receiving tenure is around 50%, compared to 75% for the male, irrespective of co-authorship. However, when women solo author publications in the same field, their tenure probability aligns with that of their male counterparts. Bottomline: Women do not benefit from partnerships with male co-authors.
Sharing these stories and increasing awareness on this topic is a crucial step in shifting the narrative for women and other underrepresented groups. It is pretty discouraging for a woman no matter career level, stage, field, or industry to go unrecognized for their work. More importantly, we must recognize that these seemingly innocent exclusions have a direct impact on a woman’s career trajectory and growth. It is simple: The more recognition at work (whether it be awards or visibility), the more opportunities are made available, and the more bold chances they will take to unlock their full potential.
Sponsors play a pivotal role in recognizing and gaining equitable access to opportunities for career advancement. At Unveiled, we are committed to operationalizing the concept of sponsorship, educating our community on its importance, and empowering underrepresented groups with practical tools to cultivate impactful sponsorship relationships. We also believe in highlighting ‘what good looks like’, grounded in the acknowledgment of the realities.
Here are steps you can take to stop normalizing underrepresented groups remaining ‘hidden’ and claim your power:
1. Toot your horn! Keep track of your accomplishments, including project outcomes, contributions to team success, and any recognition received from colleagues or clients. Proactively communicate your achievements to relevant stakeholders, whether through regular updates, performance reviews, or informal conversations. Be assertive and factual in highlighting your contributions and the value you bring to the organization. Feel the pride in your accomplishments!
2. Establish visibility and build relationships: Showcase your skills and expertise within the organization. Volunteer for high-profile projects, participate in cross-functional teams, and contribute your insights and ideas during meetings and discussions. Build strong relationships with colleagues, mentors, and sponsors who can advocate for you and help promote your achievements to senior leaders and decision-makers.
3. Be comfortable in asserting your value and expertise: Get comfortable advocating for yourself in the workplace. Have clarity of the capability you bring to the table, what are your superpowers and how you can contribute best. Understand what's in it for you and advocate for those developmental opportunities. Take credit for your ideas, initiatives, and accomplishments, and don't downplay your contributions or deflect praise.
4. Seek feedback and endorsements: Actively solicit feedback from colleagues, managers, and mentors on your performance and contributions. Ask for specific examples or instances where your work made a difference and request endorsements or testimonials that you can use to showcase your achievements.
As a sponsor and supporter of equity in the workplace, there are several steps you can take to ensure that women and all underrepresented groups receive the credit they deserve for their contributions, and the encouragement to thrive!
1. Culture of recognition and appreciation: Encourage a work environment where achievements are acknowledged and celebrated, regardless of gender.
2. Transparent evaluation criteria: Make sure that evaluation criteria for performance, promotions, and recognition are clear, objective, and free from bias. Conduct deeper analyses to identify potential biases creeping into processes to be able to interrupt them.
3. Opportunities for visibility: Actively support the person’s visibility within the organization by promoting their work, showcasing their achievements, and providing opportunities for them to participate in high-profile projects, presentations, and leadership roles.
4. Allyship and Advocacy: Encourage colleagues, particularly men in positions of power, to be allies and advocates for gender equality. Encourage them to actively support and amplify the voices of women and/or underrepresented team members, challenge biases and stereotypes, and promote a more inclusive workplace culture.
5. Track and monitor progress: Regularly monitor key metrics to identify any disparities and track progress over time. Use this information to inform ongoing efforts to continue your progress toward an equitable work environment.
By taking these proactive steps, you can help create a workplace culture where contributions are valued, recognized, and celebrated equally, ultimately contributing to a more diverse, inclusive, and successful organization.
Circling back on “Barbie”, Ryan Gosling’s call-out of the bias by stating “There is no Ken without Barbie” is what advocacy can look like. However, we can’t help but ask “Is that enough?” He did not refuse the nomination. Could he have used his power, influence, and the platform where the world listens to him, to drive more tangible change in the nominations or accountability from the Oscars?
Writing Team @
Wanda Shoer is a senior executive, strategist, and thought leader in the healthcare industry. She is a value based, driven leader, committed to empowering and supporting others on their career journey. Wanda is a proud Latina of Dominican descent and lives in NJ with her loving husband and two children.
Sahana Mukherjee, Founder & President of Unveiled - Bridging the Gap Corp, is a distinguished HR executive and sought-after speaker, recognized as Crain’s New York 2022 Notable HR Leader. As a pioneering thought leader, she utilizes data to craft strategic approaches, steering organizations through the transformative impact of transitional technologies on the workforce. Her leadership extends beyond conventional technological integration, positioning organizations as trailblazers for sustained growth and relevance.
Dr. Swasti Gupta-Mukherjee is a professor, thought leader, and educator in finance, with expertise in financial markets and sustainable finance. Recognized globally for her award-winning course 'Finance for a Sustainable World,' she leads initiatives on financial inclusion and climate resilience while actively contributing as a consultant and public speaker in finance and sustainable development.
Paola de Almeida is an award-winning senior executive with 20+ years of experience leading strategy, innovation, and business operations in the consumer-packaged goods (CPG) and consulting industries, focused on value creation and delivering growth strategies across global businesses. She is now leading Food, Agriculture and Water Portfolio investment strategy for Pegasus Capital. She is well recognized for her fluent ability to bring the outside in, articulating the next generation of needs and tactical solutions.