Phrases that will remind you that gender does not limit your possibilities for success

Gender equality is an ongoing struggle in our days. It's not a competition to prove who is better, but a call for justice and equality between men and women. Although anatomical and psychological differences are evident, they should not be an excuse to deny a person rights, responsibilities, and opportunities simply because they were born with a certain sex.

It's heartbreaking to think that in the past, political leaders and renowned thinkers claimed that women were incapable of voting, as if they were farm animals. And even more alarming are the phrases we hear today, telling us that studying is unnecessary if you have a good husband, or that being a woman is a disadvantage to achieving success.

Herbert Henry Asquith, the British Prime Minister between 1908 and 1916, claimed that women were as incapacitated to vote as rabbits. In the magazine The Queen, an opponent of women's suffrage wrote in 1908, "It is as if the farm animals insisted on changing places: the cows insisted on driving the carriage, while the horses struggled in vain to chew and ruminate."

But it shouldn't be this way. I'm Mariela Paredes, and these are my favorite phrases to break down limiting barriers when it comes to gender equality.

"The word success, although sounding masculine, is not exclusive to men. On the contrary, success is proportional to the sum of preparation, opportunity, and performance".

Throughout history, the notion of success has been primarily associated with men. However, this idea is completely wrong and limiting. Women have also achieved great success in various fields, from science and technology to politics and art.

It's important to highlight the success of women like Marie Curie, who won two Nobel prizes in science, Malala Yousafzai, an activist for education and women's rights, and Frida Kahlo, an iconic artist recognized worldwide.

The true measure of success is not in gender, but in perseverance, hard work, and the ability to overcome obstacles and challenges. We should celebrate and recognize all people, regardless of their gender, who have achieved success in their respective fields and have made significant contributions to society."

"Leadership has no gender"

Although only 30% of women hold executive positions, this is not because they lack leadership. Leadership is a skill that develops over time, experience, and commitment. However, some companies still believe that top management positions are exclusively reserved for men. This outdated mindset limits the potential of women and prevents them from advancing in their careers.

I have experienced firsthand how sexist attitudes can hinder a woman's professional progress. I remember when I applied for a human resources manager position at a multinational company, where I had been working for five years. I was rejected by the director of human resources, who stated that the position was only for men due to the productive nature of the company. That response shocked me and made me reflect on the barriers that exist for women in the workplace. I realized that I had to look for other options and I did, I was able to demonstrate my leadership skills and become the successor of the same director of human resources who had rejected me years before.

So if you ever find yourself in a situation where you feel that you don't have the opportunity to grow in your professional career because you are a woman, don't give up. Look for new opportunities elsewhere, because you will be wasting valuable time if you stay in a place where you can't develop your full potential.

"Pregnancy is a temporary condition, not a terminal illness"

Although pregnancy is a temporary condition and not an illness, many organizations avoid hiring pregnant women, which is harmful and discriminatory behavior. As a Human Resources manager for more than 25 years, I have witnessed women who believe they cannot work and be pregnant at the same time, which is not true. Some have taken complete bed rest for 9 months, but have traveled abroad to buy baby clothes. Unfortunately, after the company incurs the costs of childbirth, some women quit when they return to work.

It is important not to judge all women for the mistakes of a few.

Unfortunately, statistics show that women are 30% less likely to be called for a job interview than men, despite having the same qualifications. In a study conducted by the Pompeu Fabra University in Barcelona, it was shown that mothers have a 35.9% less chance of being called for an interview than men. It is presumed that, by having children, women are less committed to work and more oriented towards family and domestic tasks, while men with children are considered more focused and responsible.

I remember a moment in my career when I was selected for a Human Resources Manager position at a multinational company. Before publicly announcing my departure from the previous company, I was given a pregnancy test in the department and it was positive. I knew my pregnancy would be controversial when I informed the new organization of my condition, and unfortunately, the opposition won. Since then, I have had to handle four other cases similar to mine, but I have managed to convince the executives that pregnancy is a temporary condition, not a terminal illness.

It is important to note that motherhood does not have to conflict with work and that pregnancy is just one part of a woman's life. I have never felt that my job performance is related to my status as a mother. Therefore, I am convinced that Human Resources departments can contribute greatly to gender equity and the elimination of discrimination in the workplace.

"Ability has no stereotype"

Intelligence is not limited to looking like a "nerd," and experience is not reduced to showing gray hair. You also don't need to be a certain height to inspire respect or be a man to be heard. The only thing that matters is being prepared and demonstrating your ability when the opportunity arises.

I can speak from my own experience working for a multinational that was just starting to operate in my country. After the General Manager and the HR Manager left the organization, a foreigner took on the role of General Manager and temporarily that of HR until the vacancy was filled. He thought he would have to work hard to get the HR department to function well, but he quickly realized that the team was functioning excellently without his additional help.

Therefore, the General Manager decided that he already had the ideal candidate for the position of HR Manager and arranged for me to visit Houston for an interview. When I arrived there, a team of senior executives questioned my ability based on my appearance, and told the General Manager, "Don't waste our time with a little girl. You know that position is critical."

If the image of "ability" was based on the appearance of my ex-boss, a 60-year-old man, very tall, burly, gray-haired, and serious, I didn't fit that stereotype. I was a young, petite, and smiling woman. However, the General Manager decided to bet on me, and I didn't let him down. I worked for 15 years in that organization, which became a model in its sector.

"Men are leaders, women followers. Let's change the phrase. Whoever has the ability regardless of their gender, be the leader and the rest the followers."

Instead of perpetuating the idea that men are leaders and women are followers, we should change our mindset to recognize that leadership has no gender. Anyone, regardless of their gender, who has the necessary ability and skills, can be an effective leader.

Gender stereotypes are rooted from a young age. Girls are dressed in pink and given dolls, while boys are dressed in blue and given toy cars and action figures. Stereotypes are also reflected in history, from the creation of Adam and Eve to the image of cavemen dragging women by their hair. But perhaps the most damaging stereotype is the one transmitted in the education we give our children. Boys are taught not to cry or to be "masculine," while girls are encouraged to be "feminine" and not to make noise.

It is important to recognize that discrimination and limited opportunities do not only come from men, but also from women. However, when someone decides to trust you, you must be prepared to demonstrate your ability and skills. Stereotypes should not prevent you from achieving your goals and demonstrating your worth in any field.

Finally, I will share with you some measures that companies can implement to promote gender equality in the workplace.

1. Implement policies that encourage work-life balance.

2. Adopt gender equity as a corporate principle and create a culture of respect and recognition towards women's work.

3. Develop policies and protocols to prevent and sanction workplace harassment. Establish channels for complaints and gender equality committees composed of men and women to analyze cases. Offer workshops on workplace harassment awareness.

4. Increase the number of women in leadership positions and empower their role by giving them key positions in decision-making.

5. Eliminate the wage gap between men and women in the same positions.

6. Hire and prepare women for jobs in historically male-dominated sectors.

7. Provide advice to women to ensure successful career development.

8. Adopt strategies to balance work and personal life, such as flexible schedules and remote work.

9. Establish communication campaigns with zero tolerance for gender-based violence.

10. Create a non-sexist communication policy both internally and externally of the company.

11. Carry out unbiased selections.

12. Promote courses to break paradigms and prejudices, learn to make decisions without taking gender into account, eliminate sexist jokes and comments that reinforce gender stereotypes, learn how to behave in a group of men, address domestic violence, distribute equal tasks at home, and find the balance between work and family.

13. Implement certification programs such as "The Gender Equality Seal".

Mariela Paredes

Dr. in Industrial Psychology, Master in Business Administration, Specialist in Human Factors and Crisis Management.

25 years of experience in the field of Human Resources. About 10,000 hours of training in which more than 20,000 people have been trained..