How would you rate your confidence? Chances are, if you are a male, your general confidence is pretty good. If you are a female, you may find your confidence is high in some parts of your life, but not so great in other parts of your life. Why? Studies have found that males tend to be more confident than females across all ages and abilities. Confidence can be a predictor of academic and professional success, and is linked to greater wellbeing, but research suggests a gender gap exists. Researchers from Harvard (Sarsons and Xu, 2015), found that even amongst those who hold top tier professional positions, women are less confident when compared to their male counterparts. This gap in confidence can have significant implications for women’s career advancement and success, as well as overall well-being.
There are several factors that may contribute to this gender gap in confidence. One possible explanation is the impact of societal expectations and biases. Research has shown that women are often socialised to be more modest and self-effacing. Men, on the other hand, are socialised to be more assertive and self-assured. These societal expectations can influence the way that men and women perceive their abilities and performance, leading to differences in confidence levels. Men routinely judge themselves to perform better than other men and significantly better than women, even when their performance is either equable or worse. Over-confidence is an inaccurate judgement about one’s own abilities, however, overconfidence often convinces others to have faith in you.
Recent research from Cambridge University (2023) suggests female students routinely outperform male students from reception/kindergarten age, right through to university. The exception is maths, wherein females and males perform either similarly, or males perform slightly better. Even in STEM subjects female students tend to either outperform males or achieve equable grades. Despite the significant progress made by women and girls in education, girls are less confident and more averse to competition in education. Men are not only more confident, but also tend to be more competitive. However, this could in part be due to women holding a more accurate view of competitors then men, although women tend to be more risk averse than men. Men are more likely to hold extreme views and believe them to be correct. Conversely, women hold more moderate views, and are less likely to offer them up to others.
Confidence in the Workplace
In the workplace, this can mean women are overlooked to lead projects, less likely to receive promotions, have fewer opportunities and command lower salaries than men. Despite achieving better grades, almost across the board, in education, women are still earning less than men worldwide, although the size of the pay gap is disputed. Some organisations put the figure at 77 cents earned by women for every dollar (US) earned by men, but the American Association of University Women (AAUW), in a study called Graduating to a Pay Gap, put the figure at 95.4 cents earned by women for every dollar earned by men. According to the AAUW, the 23-cent gap is the average difference between the earnings of men and women employed full time, but what is a more accurate figure is the “adjusted” wage gap that takes into account relevant variables, such as choice of career, and breaks in career.
Studies show that women are more likely to choose careers in fields such as education, healthcare, and social work which are not particularly well paid. Men are more likely to choose careers in fields such as engineering, technology, and finance, which generate a lot of wealth compared to more the socially minded careers more commonly chosen by women. These differences in career choices can contribute to the gender pay gap in top positions in the workforce. This raises important questions about gender equality, the impact of education on career opportunities, and the role of societal expectations and biases. Women still do the lion’s share of child rearing and housework, irrespective of whether both partners hold full time jobs. This potentially leads to women choosing careers with flexibility, enabling them to be more present as parents.
In addition to these factors, there are structural barriers that can hinder women’s advancement in the workforce. For example, women are more likely to face discrimination and bias in the workplace, which can erode their confidence over time. Confident people are viewed more favourably than unconfident people and superiors are more likely to have faith in overconfident workers. A chicken and egg situation can therefore occur, in which men deem women less able than themselves, and other men, which this translates into favouritism or ‘male privilege’. This in turn further lowers female confidence. Business success relies upon addressing these societal expectations and biases, as well as promoting policies and practices that support women’s advancement in the workplace, can help to narrow the gender gap in confidence and create a more equitable, inclusive, and profitable environment for all.
In fact, whilst overconfident individuals tend to be more decisive and act quicker, which may be construed as more knowledgeable and risk taking, they are actually more reckless. This recklessness has been shown to result in poorer performance. In contrast, those who are under confident doubt their decision making and often defer to the overconfident, again leading to poor performance. It is therefore imperative that businesses, employers, and team leaders are aware of the pitfalls of rewarding the overconfident, and overlooking those who are less confident. Building confidence in a team is a sure fire way to enhance productivity, staff wellbeing and therefore staff and customer satisfaction.
What Can Businesses Do?
Businesses play a pivotal role in fostering employee confidence through various avenues.
Competency: This is essential. Offering comprehensive training programs and resources tailored to individual needs ensures employees feel equipped to handle tasks proficiently. Moreover, granting autonomy within defined boundaries allows employees to exercise their skills and judgment, leading to a sense of ownership and accomplishment. When employees perceive their contributions as valuable and their decisions respected, they are more likely to exhibit confidence in their abilities. Competency-building initiatives specifically designed to address skill gaps, both for the under, and over, confident is paramount.
Relatedness: The sense of belonging and connection within the workplace, is important. Encouraging teamwork, fostering a supportive environment, and facilitating open communication channels promote camaraderie and trust among colleagues, bolstering confidence in one’s social interactions and professional relationships. Furthermore, motivation can be cultivated by aligning tasks with employees’ personal values and interests, thereby igniting their passion and commitment to excel.
Self-efficacy: The belief in one’s ability to accomplish tasks, can be nurtured through constructive feedback, recognition of achievements, and providing opportunities for skill development and growth. By affirming employees’ capabilities and providing avenues for continuous learning and improvement, businesses can enhance self-efficacy and instil a resilient sense of confidence. Effective communication plays a crucial role in this process, ensuring clarity of expectations, constructive feedback, and a supportive feedback culture that encourages dialogue and collaboration. Ultimately, by prioritising these elements, businesses can empower their employees to develop robust confidence that drives both individual and organisational success.
Flexibility: Women, but also many men, may encounter additional pressures or expectations in balancing work and personal life. Offering work arrangements and empowering parents to make decisions regarding their schedules and work methods can bolster their confidence in managing their responsibilities both professionally and personally. Establishing women’s networking groups, mentorship circles, or affinity groups allows women to connect, share experiences, and offer mutual support, thereby bolstering their confidence in their professional relationships and collective capabilities.
Motivation: Aligning organisational values with issues that resonate with employees is the most effective way to motivate employees. Encouraging women to pursue projects or initiatives aligned with their personal values can ignite their passion and dedication, fostering a deep sense of intrinsic motivation and confidence.
Communication: is foundational to building confidence among staff in general. Ensuring that communication channels are open, inclusive, and conducive to dialogue allows employees to voice their ideas, concerns, and aspirations.
What Can Women Do?
Cultivate resilience: Cultivating resilience is crucial, as it equips individuals with the ability to bounce back from setbacks and challenges. By viewing obstacles as opportunities for growth rather than insurmountable barriers, you can develop a sense of resilience that strengthens confidence in your ability to navigate adversity, helping you to emerge stronger.
Growth mindset: Growth mindset values effort over ability. This means that no matter how bad or good you feel you are at something, the most important thing is the effort you put into getting better at it. A growth mindset enables us to approach challenges as opportunities to develop new skills and perspectives. By fostering a mindset of growth and progress, women can increase their confidence levels by reframing failures as stepping stones to success and embracing challenges with enthusiasm and determination.
Stepping Beyond Comfort Zones: This is essential to expand horizons and discover new capabilities. Challenge yourself to try new experiences and pursue goals that stretch your abilities. You will build confidence by learning to handle unfamiliar situations and navigate uncertainty. Additionally, refrain from making comparing with others. This is vital for maintaining confidence. Instead, focus on your individual strengths, progress, and values, cultivating a sense of self-worth and confidence that is grounded in your unique identity and journey.
Passion: Passion serves as a powerful catalyst for confidence. It inspires us to pursue goals with dedication and enthusiasm. By aligning your pursuits with your passions, you can tap into a reservoir of motivation and energy that fuels perseverance. By following their passions, women can cultivate a deep sense of purpose and confidence in their ability to make meaningful contributions to their lives and the world around them.
Values: Your values provide a guiding framework in which you can set goals, make important decisions, and act in alignment with your authentic self. Living in accordance with your values, allows you to experience a sense of integrity and fulfilment. This can enhance confidence in life choices and direction. By staying true to their values, women can cultivate a strong sense of self-assurance and confidence in their ability to navigate challenges and pursue their aspirations with clarity and conviction.
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Please note that the information in this blog is intended for informational purposes only. It should not be used as a substitute for psychological or medical care.
