This is "Taiwan's first comprehensive survey of women and diverse leadership", 2021 International Women's Day, thousands of people participated, women lost the results of the survey, looking forward to this survey, to broaden the general public's imagination and definition of leadership.
Are there stereotypes about leadership, or are there gender differences in leadership traits? Through this survey and analysis, take you to understand diverse leadership!
"In the face of human dignity, we will not compromise. 」
German Chancellor Angela Merkel. Angela merkel
On February 23rd the World Bank Group released its 2021 Survey of Women, Business and Law, which rated the performance of gender equality in the workplace around the world, with Taiwan maintaining the same score as last year and ranking first in Asia for the third year in a row. However, although the labour rights of women and multi-gender workers have improved significantly compared with the past, there is still a long way to go in implementing genuine equal rights in the workplace.
The current President Tsai Ing-wen responded in 2019 when she was attacked by political opponents as a woman without getting married and having children and unable to understand the pain of parenting: "I'm a woman, I'm unmarried, I don't have children, and these identityes are often used as a problem." And like so many women who are involved in public affairs, I always redouble my efforts to do better and try to prove myself. But in fact, women do not need to deliberately prove anything to whom, discrimination label should not be taken for granted. Times are progressing, Taiwan is making progress, wearing skirts can do a good job of commander-in-chief of the three armies, whether or not there are children, will not detract from our desire to work for the next generation of hearts. 」
Even a head of State is still subject to malicious attacks because of her gender, and it can be seen that women's performance in the professional field is still limited by gender stereotypes.
To this end, Women's Fan Womany launched a thousand-person survey entitled "Multi-Leadership", hoping to find out and analyze through the results of the questionnaire whether there are still stereotypes about different genders, structural problems that hinder the personal and career development of specific genders in various fields such as society, the workplace and personal life.
Like many women who are involved in public affairs, I always redouble my efforts to prove myself. But in fact, women don't have to prove anything to anyone.
Thirty percent of the participants believed that leadership traits would vary depending on gender
"Hopefully one day people will call me president, not a woman president." Gender should not be a decision to judge an individual's performance. 」
- President Tsai Ing-wen
In the 2021 Women's Plural Leadership Survey, nearly 70 percent of the respondents agreed that "leadership traits are not gender-specific (68.3 percent)" and as many as 30 percent said that "leadership traits will vary by gender (31.6 percent)" and had established imaginations about male and female competency advantages, reflecting a stereotype of gender strength.
The women's fan survey further asked subjects to present their own imaginations about the "dominant traits" of different genders, in which nearly all of the subjects made similar assessments of male leadership traits, such as "decisiveness/judgment", "vision/vision", "momentum/determination", "courage/strength"/ Overbearing" and so on, and for women's evaluation, more emphasis is placed on EQ and empathy, such as "empathy", "careful / delicate", "soft with just / understanding and tolerance / caring / gentle and firm", "elastic / all-encompassing / affinity" and so on.
As can be seen from the chart above, most people still focus on their masculinity traits when answering questions about male leadership traits, says Harvard Business School professor Robyn J. Robin Ely told the Harvard Business Review in 2020: "In many workplaces, we have an ideal view of leaders. It's very much in line with masculinity. As a result for men, they have to prove their worth as leaders, but in the end they are trying to prove their masculinity. Again, this will divert them from their purpose. 」
At the same time, Lobbin also mentioned that the biggest problem facing female leaders today is that people's expectations of being women are in conflict with their expectations of leaders and do not conform to their recognition of their leaders' behavior.
Interestingly, from the above-mentioned subjects' different imaginations of male and female leadership temperaments, it can be found that male characteristics are mainly directed at "things", while female traits are more than "people".
It echoes the argument of leadership psychologist Thomas Premuzik in his book Why We Always Choose Unsuitable Men as Leaders: "Leadership differences are also consistent with gender differences in career interests, especially in women's preference for handling people, and men's preference for handling things Is rather abnormal, because leadership has always been about dealing with people, not things." 」
More than 10 percent of the subjects still believe that men are more likely to be leaders
"Everyone should have the right to make decisions for themselves, and when women need it, they should have rights." I'm not the first woman in the world to have a job and a baby, and before me there were a lot of women who took jobs and families very well. 」
New Zealand Prime Minister Jesinta Kate Laurel Alden
Gender parity Today, even when men and women face opportunities and choices in their lives, they should not be all gender-based, but when asked by the survey, "Does gender affect a person's vulnerability to becoming a leader?" The results showed that while 30% of people thought "No, I don't think it's gender-related to whether a person can be a leader( 31.20%), nearly 60% of the subjects were more likely to agree that "men and women have different leadership strengths/weaknesses" (56 ) ;;56%;Higher;C%;%;%;%; Nearly 60% of the subjects were more likely to identify with "men and women with different leadership strengths/weaknesses (56%);; 31.20%)," Nearly 60% of the subjects were more likely to identify with "different leadership strengths/weaknesses (56%);;56%;;56%;;higher;higher;higher;higher leaders;higher leadership;higher leadership." Men were still more than 10 per cent more likely to be leaders in the group (12.1 per cent), while fewer than 10 per cent said "women are more likely to be leaders in the group (0.5 per cent)."
Although not much, a percentage of the subjects did believe that men were more likely than women to win in groups and become leaders, while the reason why men were considered more likely to be leaders was mostly related to the existing support of the social environment. Such as: "Men have a sense of self-confidence and pride in being given patriarchy", "Men have less gender burden and can be themselves", "Men are less likely to look ahead because of their relationships, they are not subject to traditional constraints" and "speak louder and more loudly, which can enhance their sense of authority".
Women become leaders with more emphasis on personal traits, while men place more emphasis on existing environmental support
The reasons why women are more likely to be leaders are more likely to have nothing to do with the support they have in the social environment, but rather to emphasize personal traits, such as: "Women can understand and integrate multiple opinions, find common ground and encourage progress toward goals together", "Women are willing to listen and provide assistance at the right time, so that members can get the most out of their potential", "Women are willing to give space, achieve the people around them;
Of these, 500 respondents felt that women were more resilient and like-minded in their decision-making skills, echoing the 2020 outbreak, why was it more successful for female leaders to deal with the new crown outbreak? At the time of writing, the argument was the same, citing Dr. Gupta, executive director of the Women's Program at the United Nations Foundation. Geeta Rao Gupta's argument suggests that there is no absolute difference in the way women and male leaders do things, but that women in power can make decisions more diverse.
Perhaps different competency traits will have a different impact on the team, and traits are not entirely gender-related, but they are about how future leaders can lead their environment and community toward goals with respect for each individual, and no one can define who is qualified to take that position.
The Multi-Leadership Survey attracted 1,565 repeaters, with the majority of full-time managers (47.8%), followed by students (17.1%), grass-roots supervisors (11.2%), freelance workers (9.5%), and the rest full-time housekeepers, middle executives and company leaders. Participants were mostly aged 19 to 29 (54.2 per cent) and 30 to 39 (31.6 per cent). The ratio of men to women is still very different, with nearly 78.9 per cent of women, 17.9 per cent of people of multiple sexes and 3.1 per cent of male subjects answering questions.