Am I allowed and able to be myself as a woman at work?

A good work atmosphere. Room for personal input. On paper, everything seems fine. Nevertheless, research shows that 71 percent of women report being able to be themselves in the workplace, compared to 76 percent of men. Among women aged 18 to 34, that percentage drops to 66 percent. A small difference on paper. A significant difference in practice.

Ingrid van der Chijs and Nancy Poleon see that difference reflected daily. According to them, being able to be yourself at work is not a personality issue. It is an organizational issue.

Nancy Poleon observes that the space to deviate becomes smaller as one is in the minority. ‘If you don’t have a sense of belonging, you can’t relax. And if you’re not relaxed, you won’t say what you truly think.’

Career advancement also turns out to be anything but neutral. Who becomes visible, who is allowed to take risks, who is permitted to make mistakes: these are unwritten rules that rarely appear on paper, but determine who gets ahead. ‘It only becomes a problem when one style is consistently rewarded,’ says Ingrid.

For the cost of adapting is higher than it seems. Less openness means fewer perspectives. Fewer perspectives mean sharper edges to a decision that no one can see. As Ingrid summarizes: an organization without honest feedback moves blindly into the future.

Ready to look further?

This article reveals just a glimpse of the issue. In the publication, you can read the complete expert interview with Ingrid van der Chijs & Nancy Poleon. They delve deeper into the question of who defines what is normal, the role of unwritten rules in career advancement and visibility, and what organizations can practically do to not only tolerate but also value differences. You will also find insights, expert interviews, and practical stories about job satisfaction, talent development, and leadership in the publication.

Request the publication and take the first step.

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