How Women Can Overcome Confidence Gaps
Entering male-dominated trades like vehicle body building, automotive mechanical technology, automotive electrical technology, heavy plant, and outdoor power equipment can be daunting for women. However, recognising that time, practice, and repetition are key to building confidence can make a significant difference. Let’s delve into the challenges women face and how embracing the learning curve can lead to success.
Confidence Gap
Women often report lower confidence in their abilities compared to men, even when their actual proficiency is similar. This confidence gap can deter women from pursuing or advancing in these trades. Societal expectations and stereotypes contribute to this gap, as women are frequently socialised to doubt their capabilities in technical and mechanical fields.
Psychosocial Pressures
Women in male-dominated trades face additional pressures such as societal beliefs questioning their leadership and technical abilities, leading to higher levels of stress and anxiety. They often encounter stereotypes and biases that can result in self-handicapping behaviours and imposter phenomenon, further exacerbating the confidence gap.
Workplace Culture
The culture in male-dominated trades can be unwelcoming, with issues such as sexual harassment, lack of mentoring, and the need to overwork to prove themselves. Women may feel pressured to conform to a “locker room” culture or leave the industry altogether due to these hostile environments.
Applying the Dunning-Kruger Effect
The Dunning-Kruger effect, which describes how individuals with low ability at a task overestimate their ability, while those with high ability underestimate it, can be nuanced when applied to women in these trades:
1. Initial Overconfidence:
Women entering these trades might initially overestimate their abilities due to a lack of experience and exposure. However, the steep learning curve and the hostile work environment can quickly lead to a drop in confidence.
2. Valley of Despair:
As women gain more experience and face the realities of the workplace, their confidence might drop significantly. This phase can be particularly challenging due to the compounded effect of psychosocial pressures and workplace culture.
3. Slope of Enlightenment:
With proper support, mentoring, and positive reinforcement, women can gradually rebuild their confidence and competence. This requires systemic changes in the workplace to provide equal opportunities and a supportive environment.
Strategies for Improvement
1. Mentoring and Support:
Establishing mentoring programs and support networks can help women navigate the challenges and build confidence in their abilities.
2. Workplace Culture Change:
Promoting a more inclusive and respectful workplace culture is crucial. This includes training for male colleagues and managers to recognise and combat biases and harassment.
3. Education and Awareness:
Raising awareness about the capabilities of women in these trades and providing early exposure through education and career guidance can help break down stereotypes and encourage more women to enter these fields.
4. Policy and Structural Changes:
Implementing policies that support work-life balance, such as flexible working hours and parental leave, can help retain women in these trades.
Recognising Performance and Progress
Based on the challenges faced by women in male-dominated trades and the need for effective performance recognition, here are some of the best methods for recognising individual performance and progress for these women:
1. Objective Performance Metrics:
Implement clear, measurable, and gender-neutral performance indicators that focus on skills, productivity, and quality of work rather than subjective assessments.
2. Regular Skill Assessments:
Conduct periodic skill assessments to track progress in acquiring new competencies and mastering trade-specific skills.
3. Project-Based Recognition:
Acknowledge meaningful contributions to projects, emphasising the impact of their work on overall outcomes.
4. Mentorship Programs:
Establish mentorship programs that pair women with experienced professionals who can provide guidance and advocate for their achievements.
5. Peer Recognition Systems:
Implement peer-to-peer recognition programs that allow colleagues to acknowledge each other’s contributions and skills.
6. Professional Development Opportunities:
Offer and recognise participation in training programs, certifications, and skill-building workshops.
7. Leadership and Initiative Recognition:
Acknowledge instances where women take on leadership roles or show initiative in improving processes or workplace culture.
8. Diversity and Inclusion Contributions:
Recognise efforts made to promote diversity and inclusion within the workplace.
9. Work-Life Balance Achievements:
Acknowledge successful management of work-life balance, especially given the challenges women often face as primary caregivers.
10. Public Recognition:
Use company-wide communications, team meetings, or industry events to publicly recognise achievements and progress.
11. Customised Career Progression Plans:
Develop individualised career progression plans that account for personal goals and potential barriers.
12. 360-Degree Feedback:
Implement comprehensive feedback systems that gather input from supervisors, peers, and subordinates to provide a well-rounded view of performance and progress.
By acknowledging the importance of time, practice, and repetition, and by implementing these strategies, we can help women build the confidence they need to succeed in male-dominated trades. Remember, it’s not just about the job; it’s about loving yourself through the learning curve.
“The things you don’t know don’t invalidate the things you do know!” – Louise Azzopardi
Sources:
https://au.indeed.com/career-advice/career-development/what-is-performance-indicator
https://www.future1st.com.au/post/how-to-measure-the-success-of-trainee-programs
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Bridget Bell is a seasoned motorsport media professional and a skilled mechanic, with over a decade of experience in On-Air Hosting, Event Hosting, Television Presenting and Commentating. Passionate about supporting women in both the industry and motorsport, Bridget volunteers as a mentor and actively champions female representation.
Disclaimer: While due research has been conducted, the views expressed in our articles are those of the author and may not necessarily reflect everyone’s views. If you notice an error, please email quoting the blog article title and an explanation of the error.