At a WNBA dinner in 2006, Madeleine Albright famously said, “there is a special place in hell for women who don’t help other women”. It’s a line that has been requoted far and wide by female leaders in an attempt to drive home the key point that while most women may be female-friendly, not all are actually female-willing.
I have worked with and for both types of women. The distinction is really clear to me. Women who really want other women to succeed do so with the full knowledge and hope that the women they have helped climb the ladder behind them may one day reach a higher rung. It’s the key difference in thinking and extremely challenging for most people to comprehend. But there will never be real change at the leadership level without that possibility becoming a reality.
I am approached on a regular basis by organisations and individual women seeking my assistance, advice and mentorship. I can’t think of a single occasion when I have turned down the opportunity to speak to a woman about her career, or a CEO about what more could be done to increase the pipeline of women in an organisation. Time may prevent an immediate meeting or phone call but we get to it eventually. I am currently helping women achieve pay rises way beyond my own salary, get onto boards that I haven’t had the chance to sit on, and into C-suite roles in major corporations that I have often thought about pursuing myself. Transformational change for female leadership requires us to think beyond our personal goals with the bigger picture in mind. More women gathering at the tops of all the trees benefits women, men and organisations.
Being a woman who helps women has to be more than a clever line or a set of words spoken. You actually need to walk the talk. I am constantly amazed when I see groups and companies say they are pro-women, but then behave in a contradictory fashion. They don’t put their money where their mouth is. You can’t be fighting the equality cause for women if you deliberately exclude them or talk them down.
Women who truly do help other women discuss the two camps often. When lists are drawn for potential female mentors, for example, there are always certain names crossed off immediately due to their reputation for being closed to women. These women can be charming, talented and are usually highly successful. All to be admired for their achievements. But unlikely to pull down the ladder for others.
Earlier in the week I was approached by an organisation that is about to launch a much-needed mentoring program for women. I have agreed to be one of the mentors that will kick off a wonderful initiative by a bunch of amazing women who I have long admired. Women who have developed a reputation for showing the next generation of women, and also often their peers, the path to success. It’s an honour to be in their number and a bonus that we also get to help women. (More on that in a few weeks.)
If you believe in hell then Albright’s quote will stick with you. But it’s not the reason you should network with women who need you. Don’t do it out of fear or shame. You should do it because gender diversity at the leadership level has proven to be positive for business and because increasing the quantity of successful females role models is necessary for future gender equality.