Women in HR: Navigating Bias and Balancing Roles

I once heard a senior person in my industry say, We are treating women who act as men without relationships or any other commitment,

which spoke volumes to me. It wasn’t just about what men represent in business without commitment, but also about what women represent.

My career began as an Employee Relations Assistant, a role that allowed me to understand the intricate dynamics of human resources. The turning point, however, came when I spent two years as part of a lean team. This was my dream job as it challenged my mind and gave my career a new perspective. Most importantly, I enjoyed working with colleagues who didn’t treat me differently because I was a woman. This meant that my intellect was valued and my opinions were respected, not merely dismissed as “woman’s opinions.”

Yet, when it came to opportunities, I quickly realized that bias was everywhere. Despite receiving better performance feedback than a male colleague, the learning opportunity was given to him. The justification was that the job required extensive travel, and it was assumed that, as a future mom or wife, I might not be able to commit. This decision was made for me, without my input.

Determined to find a place where my potential wasn’t pre-decided based on gender, I moved to a sector I was passionate about and where I saw many female players. Here, I found better opportunities, but the challenges didn’t disappear. As a mom and wife playing traditional roles, I often felt scrutinized. For example, when my child needed to be dressed as a sailor for a school event, I felt I did a decent job. But in the midst of a demanding performance cycle, I couldn’t help but feel I could have done better. This constant balancing act is a common experience for many women.

Statistics highlight the underrepresentation of women in HR leadership roles. According to the Bureau of Labor Statistics, women constitute 70% of the HR workforce, yet only 14% occupy CHRO positions in Fortune 500 companies (Bureau of Labor Statistics, 2022). Additionally, a report by LeanIn.Org and McKinsey & Company (2021) found that women in HR are significantly more likely than their male counterparts to feel they need to provide extra evidence of their competence.

I once asked a mentor if it was possible to have both a thriving career and a fulfilling family life. He answered simply, “No, not at once.” Initially, I was ready to argue, but his explanation was golden. Every day, as women in the workforce, we constantly decide our priorities. Our journey to the same destination has sub-routes, halts, and new paths that may not have existed before. We have to celebrate each adversity as part of our diversity.

In my career, I’ve learned that the road to success is not a straight path. It involves navigating biases, breaking stereotypes, and constantly proving oneself. But it also involves embracing the unique perspectives and strengths that we bring to the table as women.

As HR professionals, it’s crucial to acknowledge and address these biases. We must create environments where all employees, regardless of gender, can thrive and be valued for their contributions. This means challenging the status quo, advocating for equal opportunities, and supporting each other in our professional and personal journeys.

In conclusion, my journey in HR has been filled with challenges and triumphs. From being an Employee Relations Assistant to leading teams, I’ve seen firsthand the biases that exist and the resilience required to overcome them. My story is just one of many, but it underscores the importance of diversity and inclusion in the workplace. We must continue to push for change, celebrate our successes, and support one another as we navigate our careers and lives.

Author Bio: Dinushika Madhubhashini is a seasoned HR professional with a passion for employee engagement and talent management. With over a decade of experience in the field, she has navigated various roles and challenges, emerging as a strong advocate for diversity and inclusion in the workplace.

References:

Bureau of Labor Statistics. (2022). Employment by Detailed Occupation. Retrieved from Bureau of Labor Statistics LeanIn. Org and McKinsey & Company. (2021). Women in the Workplace 2021. Retrieved from McKinsey & Company.