How to Develop & Empower Women Leaders in African Conservation.
“We need more women in the conservation leadership space, not just more women in conservation organizations. We need women at the decision-making table, helping to make decisions about salaries, benefits, strategies, and growth”
This week the world celebrated the International Day of Women. Maliasili took this opportunity to connect with Dr. Leela Hazzah, a founder and member of the leadership council of WE Africa (Women for the Environment) to get her views on how organizations can support the growth and development of female leaders - and why that matters. WE Africa is a women’s leadership initiative seeking to remedy gender imbalances in the African conservation space by empowering African women leaders for the benefit of all people, wildlife, and ecosystems.
Challenging gender norms and power imbalances across the conservation space is a huge undertaking. However, change can start at our own places of work. Leela shares some practical advice on what we can do now to support, nurture, and grow women conservation leaders.
Start by understanding the systemic challenges
Every culture and context is different and gender norms and practices vary depending on where an organization operates and exists. However, there are some common circumstances that African women experience that impede their ability to take on leadership roles in conservation.
Cultural norms affect confidence - In many African countries, women are born and raised inferior to men. “If you’ve grown up in a world where you’re not enough, then you’ll believe that.”
Lack of role models - There’s a massive void when it comes to known women leaders in the African conservation space. “When you ask who a women leader in this space is, it’s almost always either Wangari Maathai or Jane Goodall.”
Multiple pressures - Often women leaders are not only responsible for delivering great work in the office, but they’re typically running their households too.
Existing stereotypes - There are stereotypes about women leaders - they’re overly emotional, they can’t multi-task, or they’re too busy with other things, etc.
It’s not women’s work - There are some hard held beliefs about what is the job of a man vs. what is the job of a woman, and leadership tends to be considered the role of a man as does work related to the environmental sector.
Where you work, start by identifying the cultural and systemic challenges that are barriers to women in your organization becoming leaders.
Create a community of support
“As a women leader in African conservation, there’s a huge sense of being alone. Because of that, you need to speak up louder, to try to represent the women who aren’t at the table. There’s pressure to be a certain way, to have a strong presence, and that can be exhausting.”
Encourage mentorship - Because many women in Africa grow up feeling second class, they need space to share their insecurities, to safely be vulnerable, and to build up their confidence. Assist existing and potential leaders, find a coach or mentor who can provide that safe space that can help them grow.
Showcase existing leaders - Showcase and prop up women leaders to serve as role models and supporters for others. WE Africa is building a directory of inspiring women environmental leaders to show that leaders exist all across the continent, you just haven’t heard of them yet.
Avoid the ‘token’ women leader - “Don’t just bring in one woman, bring in many women leaders. Women feel it when they’re alone at the ‘top.’ “We need diversity in decision making. We need diversity in the way we lead an organization. It’s not and shouldn’t be just one way of leading.”
Look for growth opportunities
“We need to be more intentional about finding opportunities to promote women.”
Raise their voices
Send them to conferences to represent your organization
Ask them to run meetings
Identify panels where they can present and participate in conservation dialogues
Challenge stereotypes - Women can be left out of opportunities because of existing stereotypes, and because traditionally they haven’t been able to carry out a particular role or job. Take the time to unpack people’s concerns about putting a woman into a certain role, ask questions, and have a dialogue about it. “Focus on leadership qualities and skills rather than gender.”
Emphasize wellbeing
“In the conservation space, we are full on. You’re on the frontline and it can be exhausting. Many women are mothers, they are juggling so many things...We put ourselves last.”
Identify nurturing habits - All leaders should be aware of what they need to be more balanced, and women in particular as they often have additional pressures placed on them. Whether it’s getting exercise, focusing on nutrition, writing in a journal, or engaging in a hobby, encourage women leaders to find an outlet to reduce stress and prioritize ‘me’ time.
Take time off - Leaders need to take time off, they need to model this important behavior to their teams. Time off allows for balance and for regaining energy.
*Thank you Dr. Leela Hazzah and WE Africa for your guest contribution to this Reader. Learn more about WE Africa - and if you are interested or know someone interested in the WE Africa leadership 12 month journey - please keep an eye out for our call for applications in July 2021.
Read the full newsletter here: Maliasili Reader Issue 19
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