Women are strong, women are amazing, women need official representatives in places of business pushing them into partnerships and senior leadership positions or they’ll never realise their true potential, according to People Management.
Readers of this blog will be familiar with Catherine Hakim’s work on Preference Theory (that shows that a smaller proportion of women are work-centred as compared to men), readers may also be familiar with Susan Pinker’s book The Sexual Paradox (which includes an interesting exploration of why successful women often choose to redirect their efforts) and with Joanna Williams’ Women Vs Feminism (in which she argues that the removal of systemic and cultural barriers to women at work which have existed previously; coupled with the over-representation of women in junior positions in many sectors today are seeds that will ensure the minimisation of the gender gap at higher levels in the future naturally). Readers of this blog, therefore, are unlikely to accept the underlying assumption that inspires the creation of roles like Chief Feminism Officer, that women are disadvantaged in the workplace. And if women are not disadvantaged in the workplace and they have significantly more support than men – then men are, in fact, disadvantaged, as per usual.
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