I hope you are well.
I have a question for you all for an article later this year.
What roadblocks have you experienced or seen in your team for women in project management?
What strategies can we use to overcome gender imbalance in project management and achieve more gender equity? Thank you Saving Changes...
I'd like to offer a counter-example of an organization which provided excellent gender equity in the PM job family - a large Canadian bank. Not only were there more women in PM roles than men, but there were at least as many women in PM executive positions as there were men.
And because the PM job family roles had defined compensation bands, there was not a case of pay inequality either.
Another counter-example is the provincial government agency in which I led the PMO - there were more women than men in my team and both of the most senior positions reporting to me were held by women.
In both cases, I'd suggest that support for equity was baked into the DNA of the organization at all levels and there was a fair distribution of women in C-level positions in both companies as evidence.
Kiron
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1 reply by Yasmina Khelifi
Feb 13, 2025 8:12 AM
Yasmina Khelifi
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Dear Kiron
as always thank you for your insightful comments. I also work in a company (and a country) where they have fairness.
but saying that, Kiron, I can play the evil's advocate: 'if the organization has not the support for equity so strong enough (not even to the level you describe), then can I do something as a woman project leader?'
I'd like to offer a counter-example of an organization which provided excellent gender equity in the PM job family - a large Canadian bank. Not only were there more women in PM roles than men, but there were at least as many women in PM executive positions as there were men.
And because the PM job family roles had defined compensation bands, there was not a case of pay inequality either.
Another counter-example is the provincial government agency in which I led the PMO - there were more women than men in my team and both of the most senior positions reporting to me were held by women.
In both cases, I'd suggest that support for equity was baked into the DNA of the organization at all levels and there was a fair distribution of women in C-level positions in both companies as evidence.
Kiron
Dear Kiron
as always thank you for your insightful comments. I also work in a company (and a country) where they have fairness.
but saying that, Kiron, I can play the evil's advocate: 'if the organization has not the support for equity so strong enough (not even to the level you describe), then can I do something as a woman project leader?'
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1 reply by Kiron Bondale
Feb 13, 2025 9:55 AM
Kiron Bondale
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Yasmina -
You absolutely can! Lead by example and show that you are just as capable as your male peers, advocate for equal opportunities for yourself and other women peers to lead projects, and look for opportunities to get into senior leadership roles to increase the impact of your actions.
as always thank you for your insightful comments. I also work in a company (and a country) where they have fairness.
but saying that, Kiron, I can play the evil's advocate: 'if the organization has not the support for equity so strong enough (not even to the level you describe), then can I do something as a woman project leader?'
Yasmina -
You absolutely can! Lead by example and show that you are just as capable as your male peers, advocate for equal opportunities for yourself and other women peers to lead projects, and look for opportunities to get into senior leadership roles to increase the impact of your actions.
Senior Projects Manager | Field & Marten AssociatesNew Westminster, British Columbia, Canada
Yasmina, our company is committed to equality, and women hold leadership positions just as men do. While this can be particularly challenging in the construction industry, we are making it work. I've seen remarkable progress over the past five years.
Personally, I am a strong advocate for gender equality and women's rights, particularly when it comes to equal pay.
Hi Yasmina, on your question "What roadblocks have you experienced or seen in your team for women in project management? What strategies can we use to overcome gender imbalance in project management and achieve more gender equity?"
I believe that nowadays, there is a greater emphasis on gender equality, and women are increasingly taking on leadership roles. However, it’s important to recognize that men and women often have different attitudes and working styles. Sometimes, teams may bond more easily with a male leader who is perceived as more relaxed and approachable. On the other hand, female leaders may sometimes be seen as more disciplined and focused, which can create friction if not managed well.
To overcome these challenges, it’s crucial for teams to understand and appreciate the strengths that each leader brings, regardless of gender. Building a strong team dynamic where everyone feels valued and supported (work with deadlines but not pressurised) can help mitigate any potential friction. When team members know that their project manager, whether male or female, is committed to standing with them and taking responsibility, it fosters a positive and collaborative work environment. This approach ensures that no roadblocks will hinder the success of any project manager.
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