Despite ongoing progress in gender representation, the question of whether women are unelectable remains a contentious issue in political and professional arenas.
Recent events, such as Kamala Harris's challenging race in the U.S. election and the continued underrepresentation of women globally, shine a spotlight on systemic barriers that female leaders face.
On re-examining Lucy Whichelo’s recent book Unelectable: Creating Space for a Future with Female Leaders, this article revisits these challenges, explores the roots of the "unelectable" narrative, and outlines actionable steps to foster a more inclusive leadership environment inspired by Whichelo’s work and insights.
This dialogue isn’t limited to politics; it’s relevant for women in business and across leadership functions, offering vital lessons applicable to all sectors striving for equitable representation.
Why Representation in Leadership Matters
Representation is not just about optics—it drives policy, innovation, and outcomes that benefit society as a whole. When women are underrepresented, decisions often fail to account for the diversity of lived experiences. For instance, in 2023, only 34% of Members of Parliament in the UK were women - a figure that mirrors the representation of women on FTSE 350 boards, highlighting the broad scope of this issue beyond politics. If female voices are absent from decision-making, policies that deeply impact their lives are at risk of being imbalanced or inequitable.
Lucy Whichelo, a political science student and author of Unelectable, underscores this significance as she explains,
"If there’s not equal representation in decision-making positions, women lack control over policies that directly impact them."
Her book, which I had the privilege of contributing to, explores the barriers women face and provides a roadmap for driving change, not just in politics but across industries.
Exploring the "Unelectable" Narrative
The perception of women as unelectable is steeped in entrenched biases that shape societal definitions of leadership. Research shows that stereotypes often associate leadership with masculine traits like dominance and decisiveness, while viewing qualities such as warmth—often linked with femininity—as secondary. Women are thus forced into a double bind where they are judged as either "too soft" to lead or "too aggressive" to connect with peers or voters.
Kamala Harris’s recent campaign further illustrates this dichotomy. Linguist Dr. Nicole Holliday’s analysis of Kamala Harris’s speech patterns, profiled in Berkeley News*, highlights how Harris navigated multiple identities - African American, Indian American, Californian, and professional - often all at once. Yet, Holliday argues, the perception of her effectiveness was influenced more by public bias than by her actual competence.
Whichelo also addresses these challenges directly in Unelectable, writing,
"Society tends to value masculine leadership styles, leaving women walking a tightrope between being approachable and appearing competent."
A failure to strike this difficult balance can leave female leaders undermined by systemic barriers, misperceptions, and unfair scrutiny.
The Power of Speech and Voice in Leadership
One particularly poignant aspect of Whichelo’s work focuses on how women’s voices—both literal and metaphorical—are judged. Women like Kamala Harris and Hillary Clinton have undertaken voice coaching to lower their pitch, aiming to project authority. Yet, as Whichelo points out in a chapter aptly titled “Shrill,” these efforts often invite criticism for appearing inauthentic. This double standard erodes confidence, reinforcing barriers to female leadership.
Further, Holliday’s research emphasises how Harris’s deliberate speech patterns mirror the experience of many professional women. Harris’s use of vernacular like “dude gotta go” during debates strategically connects with broader audiences while signalling authenticity. This mirrors challenges in corporate settings, where women often feel they must adapt their communication styles to align with expectations, often at the cost of authenticity. I would always advise them not to.
Building a Path to Equality in Leadership
While the barriers for women leaders are daunting, Whichelo’s Unelectable provides a roadmap for change. Divided into three impactful sections, the book offers practical solutions for a future of inclusive leadership:
Acknowledging Barriers
Understanding the existing biases and systemic challenges is the first step. For instance, Whichelo points to how media disproportionately scrutinizes the appearance of female leaders. Addressing these flaws requires societal awareness and institutional accountability.
Recognising Progress
Despite the hurdles, progress is being made. Organizations and individuals are championing female involvement in leadership roles. From grassroots initiatives in local governments to allyship programmes in corporate settings, momentum exists for bridging the gender gap.
Taking Actionable Steps
Whichelo outlines five steps to build a more inclusive future:
Redefine Leadership
Broaden what society values in leaders to include traditionally feminine traits like empathy and collaboration.
Empower Women's Voices
Help women build confidence and skill in public speaking, so their literal and metaphorical voices are heard.
Challenge Gender Biases
Diligently call out and disrupt biases when they arise, whether in politics, business, or media.
Strengthen Support Networks
Encourage women to forge networks that provide mentorship and encouragement. “Find your people,” Whichelo advises. “You’ll need them when facing inevitable barriers.”
Educate and Advocate
Educate the next generation about leadership gaps and actively advocate for inclusive policies wherever possible.
These steps do more than offer hope - they enable action. It is only through implementing such strategies that we can transform leadership landscapes into spaces where diversity is celebrated.
Taking Initiative within Organisations
Encouragingly, the lessons from Unelectable are as relevant for boardrooms as they are for campaign trails. Companies can adopt policies that promote inclusivity, such as mentoring schemes for women and training programs that address unconscious bias.
Promoting women into leadership positions isn't just the right thing to do—it also drives better results. According to McKinsey & Co., companies in the top quartile for gender diversity are 21% more likely to outperform on profitability.
Leaders in the workplace can also learn from Harris, whose stylistic versatility exemplifies effective communication across audiences.
Encouraging authenticity within professional settings will create environments where diverse female leaders can thrive.
Redefining Leadership for the Future
The path to achieving gender equality in leadership is not linear, nor is it free of challenges. Yet, as Lucy Whichelo asserts, “The story doesn’t have to be this way.” By addressing biases, creating inclusive policies, and empowering women’s voices, we can move towards a balanced definition of leadership—one that values competence and warmth equally, regardless of gender.
For women aspiring to leadership positions, Whichelo offers a resounding piece of advice in her interview with me: “Know your values. Live by them. Don’t compromise.” Her book, Unelectable, celebrates resilience and provides tangible tools for navigating a leadership landscape that is often unfair but not immovable.
To quote Dr. Holliday’s analysis of Kamala Harris,
"...modern leaders embody multiplicity - they challenge traditional narratives by being more than one thing at once. The same applies to the future of leadership. It must reflect the complexities of the world it seeks to lead."
If you're an HR or Talent Development leader wanting to help women in your organisation build confidence and skill in public speaking, so their literal and metaphorical voices are heard, please do get in touch.
The Business Voice Coach
*References and Further Reading: A UC Berkeley linguist explores what Kamala Harris’ voice and speech reveal about her identity Are women unelectable? | Lucy Whichelo interview with Susan Room