Mention “gender” and “diversity” in almost any professional social setting in Ukraine, and you will hear a lot of jokes and sarcastic comments about the culture in the U.S. and Europe – especially if you’re an American woman who’s come to Kyiv from London to work under an employment contract. This means, first of all, that even today there are lots of misconceptions on all sides when it comes to the issue of gender in the workplace.
Different expectations in different countries
The biggest difference I’ve noticed between the business culture here in Ukraine – as compared to the UK and US – is that most women expect to have a professional working role here. They may take maternity leave or negotiate a more flexible work schedule. But professional, outside-the-home work remains an important part of their lives. For that reason, Ukrainian businesses do not face the issue of lack of women across all levels of the organization.
There is still a very active debate in the U.S. and UK about whether professional women should continue working after they have children, and whether they should switch to part-time employment, if they can afford to make this choice. It might surprise you, but mainstream U.S./UK society tells women they should feel guilty about not being home with their children.
As a result, many middle and top female manager in the U.S. and UK make their careers realizing that sooner or later they may need to choose between being professionals and being mothers. This means, in turn, that many experienced, capable and experienced women in professional jobs take breaks or quit working altogether when they start families – often around the time when they are becoming managers or senior managers stage. Further, KPMG’s Women’s Leadership Survey found that only six in 10 women see themselves as a leader. This is what many UK employers refer to as a “pipeline problem” – there are not enough women candidates for senior roles, making it difficult or impossible to change the gender imbalance in leadership.
… but then you’re back at the glass ceiling
When I consider women’s status in Ukraine, I ask myself a question: if there’s no pipeline problem in this country, why aren’t there more women on boards of companies in Ukraine? Where are the female CEOs?
Unfortunately, in this respect business cultures in the U.S., UK and Ukraine all converge: according to men’s opinion, women might be able to manage something, but they should still not be trusted to lead. This is one of the most common stereotypes. Women are considered to be too emotional, or not decisive enough, or not competitive enough to be a leader. This stereotype was rebutted by KPMG Ukraine’s survey, according to which 63 percent of women were sure that they could make managerial decisions.
Still, such preconceptions not only may stop individual females from making a career – they can affect businesses’ performance. This is backed up by research: a survey of more than 21,000 firms from 91 countries suggests that the presence of women in corporate leadership positions is positively correlated with improved performance. In other words, the more diversity you have in a team, the more likely you are to make a better decision. Studies also show that this doesn’t just apply to gender, but also to ethnic and age diversity.
This means that businesses need to take steps to foster female leadership. Realizing this, businesses around the world are investing in programs to improve diversity, in particular, gender diversity, in their teams. But in Ukraine we often see that many businesses may simply not have budgets to support such corporate plans.
Nonetheless, you can start from the grassroots. It can be easier for leaders to build a team of people who share their views and convictions. If you’re leading a team, try to listen to those who disagree with you.
KPMG’s Women’s Leadership Study found that 67 percent of women reported that they’d learned the most important lessons about leadership from other women. It is critical to have one person you are supporting to develop your own potential, and someone you’re learning from. So another thing to try – especially for female professionals – is to always try to be a mentor to a more junior woman, and to learn from someone more senior. This is something you can practice at any stage in your career.
Finally, ask yourself if you realize you’re thinking in stereotypes frequently. We often express engrained social attitudes without thinking. Questioning your thinking honestly and analyzing situations better can help change your behavior in the long run.
Olivia Allison is the director and head of Forensic & Risk Consulting at KPMG Ukraine.
