Why women in procurement may be at a double disadvantage – and what to do about it
Inequality and underrepresentation aren’t the only hurdles women in Procurement face – but with the right support, you can face them off
The pandemic has unfairly affected the lives of women – especially in professional settings.
During lockdowns, women were handed the burden of household duties, childcare, and other forms of unpaid labour on top of an already uneven domestic duty share when compared to men.
While we’ve (hopefully) emerged from the worst of the pandemic, the future of work will never be the same.
Many professionals, women especially, prefer the convenience that remote work offers, such as enhanced work-life balance, more control over their time, and more flexibility.
Recent surveys show that nearly three-quarters of companies have adopted or plan to implement hybrid work models.
But as more organisations embrace a hybrid working model, women may actually be facing additional challenges to success.
The “double disadvantage” for women in procurement
From the pay gap to underrepresentation in executive positions, we all know that women are more likely to experience disadvantages in the workplace. But emerging studies are showing that hybrid working arrangements create new power differences that favour employees working in the office.
In a recent article in Harvard Business Review, Martine Haas covers three ways in which the hybrid working model can “doubly disadvantage” women:
- Reduced access to sponsorship and mentorship: Having a career sponsor or mentor can be an incredibly powerful tool to build networks, hone skills, and get ahead – especially for minorities and underrepresented groups. However, developing these relationships can be challenging while working from home and present fewer opportunities to connect and strengthen these bonds.
- Lack of visibility leading to misassumptions about commitment: Studies show that women – especially mothers – are often perceived to be less committed to their jobs than men. These stereotypes can compound when working away from the office and under the supervision of managers and other colleagues.
- Difficulty speaking up and being heard: Many women are already less likely to speak up in meetings due to feeling unsafe or due to the societal double-bind in which women are more likely to be perceived as “aggressive” or less competent than their male peers when speaking out. This barrier can exacerbate when in remote meetings, where it’s more difficult to interject and use your voice.
For many professional women, working from home is non-negotiable. So how can we work to overcome these challenges?
Time to take the power back
Women in procurement and supply chain certainly aren’t immune to struggling with these setbacks.
Despite making up nearly half of the profession, only 15% hold executive positions – a number that has actually dropped in the last two years.
Not to mention the pay gap for women over the age of 40 in the profession can range anywhere from $12,000 to $23,000 compared to their male counterparts.
Accessing peer support and mentorship is more difficult than ever, so it’s never been more important to join a program like BRAVO.
Members join a global community of other like-minded professional women in procurement and supply chain dedicated to building each other up.
The dedicated masterclasses, coaching, and mentorship opportunities provided through the program can help fill in those support gaps where women need them the most.
From learning how to successfully negotiate , to personal branding and leadership coaching, BRAVO offers the network and resources women need to fight inequalities, unlock their potential, and advance their careers – even when facing the obstacle of remote hybrid work.
At BRAVO, we know that women are our future leaders. Not only do women often exhibit leadership traits most effective for addressing global challenges but we have an incredible opportunity to shape a better supply chain and future.
While the setbacks of the pandemic have been challenging, we can’t let this impact our career goals. As we head into this new era of hybrid work, it’s time to get ahead, be seen, and make a difference.
Ready to take ownership of your career and get the visibility you deserve? Learn more about our 2023 BRAVO Women in Leadership Programme and register today.
This article was originally published on May 16, 2022
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