The dual challenge for modern female executives is to navigate systemic barriers in the workplace while also living up the “superwoman’s” ideal – a cultural standard which demands perfection both at work and home. This unattainable standard harms women and organizations alike. To support authentic and attainable leadership, we need to recalibrate role models and organizational policy.
A Benchmark Set Too High
Women who are “superwomen” and have achieved success in all areas of their lives, from managing Fortune 500 companies or raising large families to managing Fortune 500 businesses offer inspiration, but they also perpetuate unrealistic ideals. These role models may break down barriers, but their curated image can lead to guilt, self doubt, and burnout for other women when they fall short of “superwoman” standards. Understanding the negative effects of this narrative for HR professionals is crucial to creating an equitable workplace.
The Cost of Pursuing Perfection
The superwoman ideal is harmful, according to research. It does not inspire, but rather creates doubt among women who see these figures as impossible. KPMG conducted a study on executive women in America and found that almost half (47%) felt self-doubt. 56% were afraid they wouldn’t meet expectations or people would not think they were as capable as they thought. 81% of women believe that they place more pressure on themselves to not fail than do men. [1] Feeling forced to hide struggles and avoid asking for help, self-censorship can backfire by perpetuating workplace injustices. If other women feel that achieving the top is too demanding on their family and personal life, they may not want to take on roles that are perceived as too demanding.
Results from astrong> /strong>a href=”https://wiw-report.s3.amazonaws.com/Women_in_the_Workplace_2020.pdf” rel=”noopener” target=”_blank”>2020 McKinsey workplace poll/a>strong> &/strong>a href=”https://wiw-report.s3.amazon Results of a McKinsey 2020 workplace poll found that 53% more women than men reported feeling stress at work. 37% of women reported feeling exhausted, compared with 31% of males, and 32% felt burnout compared to 28% men . A number of studies also showed that women who adhered to the superwoman image were more likely to suffer from eating disorders [3].
When juggling multiple roles, burnout and mental decline are more severe. Bupa UK’s research found that nearly two thirds (63%) of mothers surveyed had driven themselves to exhaustion by the pressure to become a “super-mum”. One in five (20%) said the situation has negatively affected their mental health. Nearly one-third of mothers (31%) say they put up a façade to seem infallible, and 43% struggle to ask their partner for help. Nearly one-third of mothers (29%) sought medical help for mental health issues, but kept this secret from family members [4].
Individual Solutions vs. Individual Solutions
The HR strategy must take into account both the systemic barriers as well as the internalized pressures that female employees face.
- Challenging gender norms The workplace needs to evolve beyond the traditional masculine definitions that emphasize invincibility while suppressing vulnerability. Leadership traits such as authenticity and collaboration are to be praised.
- Provide Relatable Role models: Organizations should focus on diverse leaders who are open about their struggles and success. This authenticity creates an inclusive and inspiring work environment.
- Policy Revision Flexibility is the key. Women can balance their career and caring responsibilities with ease thanks to flexible childcare options, extended parental leave for dads and hybrid work models.
HR’s Role in Redefining Leadership
HR professionals have a unique position to influence change. Practical steps include
- Educating Leadership: Training in unconscious bias and perfectionism helps managers to set realistic expectations both for themselves and their team.
- Work-Life balance: Encourage boundaries and model healthy work behaviors to reduce burnout.
- Promoting Male Allyship : By involving men in conversations about gender equality, a wider cultural shift can be achieved.
Call for Action
Superwoman is not just harmful to women, it also limits the potential of an organization by stifling progressive and diverse leadership. HR can create a truly equal workplace by debunking the superwoman myth and creating environments that allow leaders to be human and successful.
It’s time for HR professionals to take the lead in redefining what leadership means. Create policies, cultures and role models to empower women, not just to survive.
[1] https://info.kpmg.us/news-perspectives/people-culture/kpmg-study-finds-most-female-executives-experience-imposter-syndrome.html
[2] https://wiw-report.s3.amazonaws.com/Women_in_the_Workplace_2020.pdf
Gender Roles. Sex Roles. 1991;25(7/8): 469-484; Timko C, Striegel-Moore RH, Siberstein LR, Rodin J. Femininity/masculinity and disordered eating in women: How are they related? Int J Eat Disorder. 1987;6;701-712; Crago M., Yates A., Fleischer CA., Segerstrom. B., Gray N., The superwoman’s ideal and other risk factor for eating disorders in adolescent girl. Sex Roles. 1996;35 (11/12): 801-81.
[4] https://www.bupa.com/news/press-releases/2022/normal-mums
