Do you recall a comedy-drama film in 1992 which featured a professional all-female baseball league? It starred Tom Hanks (Jimmy Dugan), Geena Davis (Dottie Hinson), Madonna (Mae Mordabito), Rosie O’Donnell (Doris Murphy) and Lori Petty (Kit Keller). A League of Their Own is one of the very few that defined women’s character–strong, independent, fierce, loyal and yet befitting into different roles of being a mother, sister, friend, companion, team player and leader.
As the movie industry evolved, iconic female leads became significant. We saw strong women heroines such as Hermione Granger, The Harry Potter Series (2001–2011); Miranda Priestly, The Devil Wears Prada (2006); Katniss Everdeen, The Hunger Games Series (2012–2015); Katherine Johnson, Hidden Figures (2016); Diana, Wonder Woman (2016-2020); and Carol Denvers, Captain Marvel (2019). These women turned out to be the heroines who saved the day, conquered the world and championed their causes.
When COVID-19 broke out in early 2020, women-led countries such as New Zealand, Finland, Germany, and Taiwan were notably recognized for successfully fighting the coronavirus pandemic. Research revealed that women were rated as more effective leaders before and during the crisis. Their scores were even higher during the first wave of the pandemic. Meanwhile, women outperformed men on most leadership competencies. Based on an analysis of 360-degree reviews during the pandemic, women were rated higher on most key parameters.
What made women leadership thrive during the pandemic? Women lead with “truth, decisiveness, tech and, most importantly, love…This moment, unlike any we’ve ever known, opens new options for the future.” An interesting note to ponder is an article that presented seven leadership lessons men can learn from women. These are: (1) Don’t lean in when you’ve got nothing to lean in about; (2) know your own limitations’ (3) motivate through a transformation; (4) put your people ahead of yourself; (5) don’t command; empathize; (6) focus on elevating others; and (7) don’t say you’re “humbled.” Be humble.
However, when turning the conversion about leadership in the corporate world, women continue to be challenged. They remain underrepresented in leadership roles. Women held 30 (6 percent) of CEO positions in S&P 500 companies as of December 2019. In early 2020, there was a lift to 6.7 percent and ending with 7.8 percent by yearend, with UPS, Clorox, Citigroup, CVS, and Dick’s Sporting Goods naming women to lead their companies.
Women CEOs account for 8.2 percent in February 2021 and are expected to increase to 15 percent of Fortune 500 and S&P roles by 2025, including 10 percent being women of color. Meanwhile, there were only three occasions when women succeeded other women as CEO: (1) Anne Mulcahy served as CEO of Xerox from 2001–2009, then Ursula Burns succeeded her and served from 2009–2017; (2) Andrea Jung as CEO of Avon Products from 1999–2011, when Sheri McCoy succeeded her and served from 2012–2017; and (3) Susan Cameron was CEO (for the second time) of Reynolds American from 2014 until January 1, 2017, when Debra Crew succeeded her, serving only one year until December 31, 2017.
Why are women confronted with such obstacles? Despite women’s ascent to leadership roles, they are faced with the invisible barrier of the “glass ceiling” that prevents them from gaining access to such positions. Women who shatter the glass ceiling often find themselves in precarious leadership positions, known as the “glass cliff” phenomenon. These are the moments when women in leadership roles are more likely to be promoted than men during periods of crisis or downturn or when the risk of failure is high. On the other hand, women could have also experienced the “glass escalator” phenomenon by which means men are accelerated through the organizational ranks, especially in female-dominated professions.
Paramount to gender equality intervention is the emphasis on an equal opportunity of talent and potential. This can only occur with the existence of gender-equal leadership that enables men to learn different leadership approaches from women as much as women have always been told to learn leadership approaches from men.
Following the discussion on women’s leadership, I contemplate my journey. After I graduated from college, I began my career in one of the top banking institutions. I was designated to a marketing division led by a woman. For the very first time, I witnessed how an entire department progressed under a woman’s leadership. She was bold, assertive and confident. She was an achiever.
When I shifted my career, I had the opportunity to work with the top global market research agency. Similarly, I was appointed to a division led by a woman. I saw the familiar spark of passion and dedication in her leadership that ignited enthusiasm and steered towards tremendous accomplishments through the years. Now, I am engaged in a company for women, and our CEO leads with integrity and transparency. Because the organization and her share the same values and beliefs, we share a purpose-driven journey.
I came across numerous scholarly articles and videos/webinars on women leadership, and every time I do, I feel proud, inspired and motivated. Women have gone a long way and accomplished so much. While they strike a balance between family and career, they also recognize that they need to uphold their significant role in society. Indeed, women are a league of their own!
Ma. Shielah S. Asong is a DBA student at De La Salle University. She teaches Marketing and is a market researcher by profession. She can be reached at ma_shielah_asong@dlsu.edu.ph.
The views expressed above are the author’s and do not necessarily reflect the official position of DLSU, its faculty, and its administrators.
