This is the third report by “Catalyst, the non-profit organization working to advance opportunities for women and business in their in-depth series examining the pervasive and damaging effects of gender stereotyping in the workplace, focuses on the consequences of gender bias and three specific “double-bind dilemmas” frequently experienced by women business leaders.” This study concludes that women in leadership roles in corporations and organizations are placed in a “Damned if you do, Doomed if you don’t” predicament as leaders.

I believe the study focuses on the wrong issues and avoids what women can do to succeed
I believe the study focuses on natural human limitations and the steps Catalyst recommends that corporations institute to correct human nature are counter productive, not only for the women who insist on them, but on the corporations that are foolish to follow them.

Furthermore, “Catalyst findings strongly suggest that gender stereotypes lead organizations to routinely underestimate and underutilize women’s leadership talent. The 2006 Catalyst Census shows that, even though women make up over 50% of the management, professional, and related occupations, only 15.6% of Fortune 500 corporate officers and 14.6% of Fortune 500 board directors are women. “When companies fail to acknowledge and address the impact ofgender stereotypic bias, they lose out on top female talent,” said Catalyst President Ilene H. Lang. “Ultimately, it’s not women’s leadership styles that need to change. Only when organizations take action to address the impact of gender stereotyping will they be able to capitalize on the `full deck’ of talent.”

The Study says the masculine leadership norm creates three connected, but distinct, “double-bind dilemmas” facing women leaders today:

“ * Extreme perceptions: Women leaders are perceived as “never just right.” If women business leaders act consistent with gender stereotypes, they are considered too soft. If they go against gender stereotypes, they are considered too tough.

* The high competence threshold/lower rewards: Women leaders face higher standards than men leaders and are rewarded with less. Often they must work doubly hard to achieve the same level of recognition as men leaders for the same level of work and “prove” they can lead.

* Competent but disliked: When women exhibit traditionally valued leadership behaviors such as assertiveness, they tend to be seen as competent but not personable or well-liked. Yet those who do adopt a more stereotypically feminine style are liked but not seen as having valued leadership skills.”

Catalyst then gives steps organizations should do to change these issues and supposedly provide women a more friendly work environment.

In essence, Catalyst claims women are not treated fairly in corporations because they are women trying to succeed in a male created environment, a traditional male culture, and a male dominated culture. The Catalyst group proposes that the males must change everything to give the women a break.

I believe this study that fosters the attitude that the corporations owe women a special ride will further damage the success rates of women who carry this attitude.

The path women can follow to assure success and avoid all of the Catalyst issues.

There is a much better path for women to follow to virtually guarantee success for them that the study clearly ignores. Women can start their own businesses and create the rules, the culture, and the markers for success to suit them. This is being done daily and none of these women business owners are the least bit concerned about the three issues Catalyst throws out as obstacles to women in leadership.

In fact, I doubt that Martha Stewart would agree with any of the conclusions of the study. Why? Because Martha Stewart created her own company to suit her and she runs it the way she wants. Does Martha Stewart stereotype her leaders against men, so women get the best leadership positions to fulfill Martha’s very definitive visions? I would bet she does. Martha Stewart built a very successful business and corporation in her own image that focuses almost entirely on women as her target customers. Good for her.

So if you apply the Catalyst conclusions and directives to Martha Stewart Inc. to remove the gender stereotyping, Martha Stewart would have to implement the same steps to give males additional advantages to create gender equality. I believe implementing any of these gender-biased steps would damage Martha Stewart Inc. I also doubt she would ever allow these steps to even be brought up for consideration. Everyone would lose if the Catalyst steps were implemented at Martha Stewart Inc.

The three ways to earn a living (The three games of work)

There are three ways to earn a living in the world, no matter what language you speak and no matter what country you live in. Only one of these methods involves working for a corporation or bureaucracy. The other two put the person in charge, and avoid all of the stereotyping issues the Catalyst study burdens women with. The three methods of earning a living are as follows:

Working in a bureaucracy.
This is the only work arena covered by the Catalyst study. Yet, when women create corporations, like Martha Stewart, the stereotyping issues the Catalyst study emphasizes get reversed.

Working as a business owner.
Women business owners set their rules and create the work culture to suit them, so the Catalyst issues are not only avoided but are many times reversed.

Working as a Partial Entrepreneur. (Sometimes called independent operators)
In this game of work the person is paid only for the work he or she completes. Fully commissioned sales people, real estate agents, professional people (Doctors, attorneys, dentists, life coaches, etc.) professional athletes, actors, singers carpenters, and many laborers who are paid for what they do. The Catalyst study also ignores this group, and the issues given are avoided and many times are reversed.

Conclusion
Ladies, the Catalyst study accentuates stereotyping issues in a culture that was created by men, for men, and dominated by men. To ask or expect them to change just because it does not fit others the culture did not include on purpose will most likely be damaging for both parties. The key is to create your own culture that suits you and the way you think and operate. This way you will succeed on your terms, and you will avoid these issues altogether. Furthermore, you would be wise not to impose the gender biased requirements the Catalyst group recommends on male dominated corporations or businesses, because they could also be imposed on you and your women dominated organization as well.