Seventeen days—that’s all it took for Greta Gerwig’s “Barbie” to make cinematic history by earning over US $1 billion. While the film’s blockbuster success is noteworthy, its true brilliance is in its reflection of our society, where the mantra “because Barbie can be anything, women can be anything” is all too often constrained by invisible barriers. This is worthwhile to explore within the context of the tech workforce.
Within the colorful world of Barbieland, career opportunities know no bounds. However, beyond its borders, a different narrative unfolds. Women tackle invisible barriers, such as being restricted to specific roles and facing challenges ranging from power imbalances to imposter syndrome. The “Barbie” film explores this narrative, highlighting the toy’s controversial history of unrealistic standards and its effect on influencing stereotypes. Reinforcing this commentary is the film’s tagline: "If you love Barbie, this movie is for you. If you hate Barbie, this movie is for you." The movie shines light on the journey of marginalized groups, trying to prove their worth in a world swaying between progress and age-old prejudices. Also, the film emphasizes that despite the strides made, the journey for equity, inclusion and diversity continues.
Every individual has the potential to shine, yet invisible barriers prevent many from reaching their potential. So, what are these barriers and how do they shape the experiences of digital professionals? And, most importantly, what steps can we take to dismantle these barriers and reshape the prevailing narrative?
Barriers in the Digital Trust Professions:
In Greta Gerwig’s “Barbie,” a pivotal moment arises when Gloria delivers a monologue that touches on the multifaceted societal pressures on women: “You have to never get old, never be rude, never show off, never be selfish… And it turns out, in fact, that not only are you doing everything wrong, but also everything is your fault.” This sentiment resonates with many digital trust professionals who, despite their qualifications, find themselves being limited in their success due to various barriers.
So, let's explore these barriers:
- Glass Walls: This refers to the phenomenon where professionals are limited to certain roles and kept away from others, thereby restricting lateral movement. Individuals are confined to roles based on stereotypes, preventing them from exploring a variety of career paths. For instance, while the tech industry has recognized the value of gender diversity, it can pigeonhole women into non-technical roles despite their qualifications. They often remain sidelined, unable to access the same opportunities as their male counterparts can.
- Glass Cliffs: This barrier describes a situation where an individual, typically a woman or minority, is appointed to a leadership role during a crisis, setting them up to be unsuccessful. For instance, Marissa Mayer’s appointment as Yahoo!’s CEO in 2012 exemplifies this. She assumed leadership during declining revenues and while she initiated many changes, the entrenched issues at Yahoo! made her position very difficult.
- Glass Ceilings: This is the most widely discussed barrier in which women and minorities find it nearly impossible to break into the top levels of leadership, irrespective of their qualifications. Consider this statistic from McKinsey (2022)—only 17 percent of C-suite positions were held by women. However, the implications extend far beyond this number. These executive roles shape industries, and by not shattering this glass ceiling, we’re losing out on innovation with a lack of diverse perspectives that is essential for driving any industry forward.
Understanding the significance of these barriers becomes clearer with McKinsey’s 2020 findings: Diverse companies have a 25 percent increased chance of outperforming in profitability. Ruth Rathblott, a respected voice from the TEDx stage on inclusion and diversity, emphasizes, “Diversity in leadership weaves together diverse backgrounds, experiences, and perspectives, elevating the decision-making process.” By championing diversity, businesses not only adhere to moral principles but unlock the full potential of innovation, employee engagement and financial growth.
Breaking Down Glass Barriers
At first glance, Barbie’s “dreamhouse” and today’s corporate office seem unrelated. Yet, both face subtle barriers that limit potential. To transform these barriers into opportunities and foster an inclusive environment, it’s essential to:
Educate and Advocate: Organizations like ISACA, with its SheLeadsTech program and One In Tech foundation, are leading the charge. By offering workshops, mentorships, scholarships and fostering dialogue, they spotlight these barriers and equip us with tools to navigate around them. Also, these programs broaden our perception of what a leader looks like with attributes such as empathy, collaboration and emotional intelligence being celebrated alongside traits like assertiveness.
Policies that Support: It’s essential for businesses to instill policies that champion diversity, especially in leadership roles. This means actively pushing for both gender and racial representation, as well as establishing a progressive workplace that recognizes the variety of responsibilities that every individual juggles. Offering flexibility, parental leave and a supportive work culture are steps in the right direction.
Encourage Open Dialogue and Allyship: Engaging in open discussions about the challenges faced by marginalized groups within the professional environment is key. Transparent dialogue, paired with mentorship and sponsorship programs, not only deepens of but also promotes personal and professional growth for underrepresented groups. Furthermore, creating an inclusive workspace is a collective endeavor. Allyship from traditionally dominant groups, in conjunction with mentorship and sponsorship, is essential to drive this transformation toward broader inclusivity.
Continuous Learning and Training: Address unconscious biases through training programs, ensuring that decisions made at recruitment or promotions are without inherent prejudices.
Celebrate Role Models: Shining a light on success stories, especially those of women and marginalized groups, serves dual purposes. It inspires others and underscores the variety of routes to success.
Be a catalyst for transforming your workplace into a space where everyone thrives! As Rathblott notes, “In a culture that promotes transparency and inclusivity, employees are inclined to freely share their expertise, facilitating cross-functional knowledge transfer and nurturing a dynamic, innovative workforce.”
By placing Barbies in various professions, the movie reminds us that barriers are meant to be broken. We need to work toward creating a workplace where walls become bridges, cliffs become steppingstones and ceilings turn into launchpads. Let’s make the dreamhouse a reality for all, where everyone’s skills and experiences are celebrated, leading to a thriving and inclusive workforce.
