It’s no secret women face many challenges in male-dominated industries.
Bronislava Biela, Head of Global Employee Engagement at RHI Magnesita - driving force of the refractory industry - shares her insights on breaking the glass ceiling and her opinion on how we can push for systemic change.
“Unconscious bias remains pervasive. From assumptions about women's commitment to microaggressions, women often battle a silent uphill climb to prove their worth. This leads to the frustrating "prove-it-again" phenomenon, where they feel they must outperform male colleagues just to be considered equal,” Bronislava shares.
"The lack of female role models and mentors creates a feeling of isolation, limiting networking and career advancement opportunities. Navigating a "boys' club" culture can be incredibly difficult. Informal gatherings and decision-making processes often happen in male-dominated spaces, excluding women from critical conversations.”
"Only by acknowledging systemic barriers and actively fostering inclusive company cultures can we create workplaces where everyone, regardless of gender, has an equal chance to thrive." - Bronislava Biela
Bronislava highlighted only a few out of many system issues. She adds, “we must understand that addressing these challenges is not about fixing women - it's about fixing the systems that disadvantage them. Only by acknowledging systemic barriers and actively fostering inclusive company cultures can we create workplaces where everyone, regardless of gender, has an equal chance to thrive.”
So how do we fix the system?
1. we challenge stereotypes, respectfully
“If you encounter biased comments or unfair situations, address them in a calm, professional way. Don't be afraid to educate others. For example, if you're interrupted in a meeting, firmly reclaim your time,” suggests Bronislava.
We also need to create environments where women are not interrupted (and for the record, no one else either).
💡 did you know...?
A study conducted by the University of California, Hastings College of the Law, showed that implementing structured turn-taking in meetings significantly reduced interruptions and allowed more equal participation.
2. implement transparent promotion and pay structures
A significant systemic change involves implementing transparent promotion and pay structures. This approach helps eliminate biases and ensures fairness in career advancement and compensation. Companies should establish clear criteria for promotions and salary increments, make these criteria known to all employees, and regularly audit their practices to ensure compliance.
💡 did you know...?
Salesforce conducted company-wide pay audits and adjusted salaries to eliminate gender pay gaps. By creating a transparent system for compensation and promotion, Salesforce ensured that employees were rewarded based on their performance and contributions rather than subjective criteria.
3. we find our allies - and grow our network
To make systems change possible, collaboration and not competition is the key. By collaborating, we won’t be alone in the boardrooms anymore.
And the more we connect, the bigger our networks get.
Bronislava also emphasizes the importance of a diverse support system:
“Build a supportive network of both women and men who believe in your potential. Mentors who can offer guidance and sponsorship to open doors are invaluable. As you progress, mentor other women coming up behind you. Building a strong network of women within your industry is crucial for everyone's success.”
💡 did you know...?
The "Lean In Circles" (btw did you know that the female factor is also one?) initiated by Sheryl Sandberg have created small groups of women who meet regularly to support each other's professional goals. Research has shown that members of these circles are more likely to get promoted and receive raises. This model of peer support has been adopted by various corporations like Google and Facebook, providing a platform for women to build strong professional networks.
4. we celebrate our differences
To succeed in the current system women often try to imitate the leadership styles of male leaders. Bronislava - rightfully so - advises differently.
She suggests women to own their unique strengths and leadership styles.
“Don't try to mimic traditional male models; authenticity is a far greater asset. Challenge assumptions and outdated expectations, speak with conviction. Your difference is your power – use it to create positive change and inspire those who follow.”
💡 did you know...?
Ginni Rometty served as IBM's CEO for a decade, becoming the first woman to lead the tech giant. Her success stemmed from a deep technical understanding of the industry, combined with a strategic vision to reshape IBM's business model. Ginni’s leadership style is characterized by her ability to inspire and motivate her teams to achieve their full potential. She believes in leading by example and encourages her employees to take risks and think outside the box.
5. comprehensive parental leave and childcare support
Support for parents, including equitable parental leave policies and on-site childcare, can significantly impact gender equality in the workplace. Providing these benefits helps to retain talented employees who might otherwise leave the workforce due to family responsibilities.
💡 did you know...?
Patagonia, the outdoor clothing company, offers comprehensive parental leave policies and on-site childcare at their headquarters. These initiatives have not only helped retain their female employees but have also set a benchmark for other companies in the industry.
6. the role of leadership commitment
For systemic change to be effective and sustainable, it requires commitment from the highest levels of leadership. Senior leaders must actively champion diversity and inclusion initiatives and lead by example. This means not only implementing policies but also embodying the values of equity and inclusion in their daily actions. Leaders should be held accountable for fostering an inclusive culture, and their performance in this area should be a key component of their evaluations.
💡 did you know...?
One inspiring case is Microsoft, where CEO Satya Nadella has made diversity and inclusion a core part of the company's strategy. Under his leadership, Microsoft has introduced numerous initiatives to support gender diversity, such as mandatory training on unconscious bias for all employees and the creation of employee resource groups. His commitment has been instrumental in driving a more inclusive culture at Microsoft, demonstrating that leadership commitment can have a profound impact on organizational change.
system change won’t happen overnight
To transform the structures in which we’ve been navigating for centuries we need to understand the complexity of the system first. We need to understand that it is not women who need to be changed, but the system.
We can start the transformation by challenging stereotypes, finding allies, and embracing that our differences are our superpowers.
about Bronislava Biela:
Bronislava Biela, Head of Global Employee Engagement at RHI Magnesita, a leading company in the refractory industry.
She has more than 15 years of experience in leading global HR business partner roles. At RHI Magnesita she is responsible for creating and executing the employee engagement strategy, developing the culture, talent, capabilities, and leadership of our people across 35 countries and 70 sites. Her purpose is to make a positive impact on society by fostering meaningful relationships and driving transformational change.
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