How will the job market change? What new skills will be necessary and which ones will soon disappear? The results of a recent study on this particular topic were presented at the last edition of World Economic Forum, showing that cloud technology and the flexibility of work are already determining a deep change in the job market today and the creation of new jobs. It is not a surprise, therefore, that the required skills are changing as well: in 2020, problem solving will remain the most sought after soft skill, but critical thinking and creativity will become even more important. The scenario is rapidly evolving and, although women are proving to be the most fit to take advantage of smart manufacturing and digital innovation in industry processes, rapidly and – most importantly – spontaneously acquiring the skills needed for those that will be the professions of the future, the gender gap in the tech field is still a problem to be overcome.
Let’s now specifically talk about the “Leading Women in Blockchain”, a phrase that also appears at the top of the list that Humans of Blockchain has published just a little while ago; one may find it sexist and not like the fact that female gender is used as a recognition signal and branding element for women’s role in the blockchain industry, but, as time goes by, it appears more and more clear why bonding with other female leaders is important. Sometimes, the gender bias can be hard to handle and having all these other very influential women around really helps to keep in mind that female gender is not and never will be a limit to any woman’s career goals.
It has finally been understood that the reason why female presence in the tech field is still limited is not a lack of women’s scientific education, but rather the fact that too many high-profile men in the technology sector ignore or even discredit the women who try to assert themselves, and too many of these women stop trying. In short, the issue is not to be found in neither men nor women, and therefore not in gender itself, but in the tech culture, which seriously lacks social awareness on this topic.
The theme to be highlighted is, in fact, that of inclusion: all the technological concepts discussed today, from neural networks to robotics, Big Data, and Analytics, see and can see women not just as simple users, but as inventors and creators. Therefore, technology can play a very important role in social inclusion. The experience of the most successful female entrepreneurs in this field proves that women have a tremendous potential, which cannot go unnoticed anymore.
Women usually express a more attentive point of view and therefore can give an extraordinary contribution to the creation of technological infrastructures. Consider what the some of the most requested soft skills in the next five years will be: from the ability to solve complex problems to that of coordinating others, from critical thinking to team orientation fostering, to active listening. All these skills will be necessary to face the future and are innate in the female character, along with the ability to negotiate, be resilient in periods of crisis, face problems, show empathy.
There is a specificity in the female contribution to the world of technology and to business leadership in general.
First of all, women can promote the necessary paradigm shift in production and consumption models thanks to a broad and far-sighted vision of problems, which is less tied to personal career goals and characterized by greater availability to teamwork: a more suitable approach to face an increasingly complex and constantly evolving world. In order to build new business models, scientific knowledge about technology is crucial, of course, but without achieving integration of such scientific knowledge with ethics, philosophy and the anthropological mechanisms that regulate society, we run the risk of acting on a single aspect of the system, thus creating increasingly recurring and less manageable perturbations of the system itself. True innovation stems from including different positions, new solutions, and it is precisely in this multidisciplinary and holistic approach that women can make the difference.
The second theme to be brought to the attention of the public is the concept of competition itself. It is well-known that female leadership is keener to enhance the potential of the employees and collaborators, adding value to such resources to make them flourish in the business. In the digi-tech field, women have a non-hierarchical approach, which greatly makes them perfect leaders in this moment of disruptive transformation. They know how to treat every situation "on its merits" and bring an "adhocratic" organizational vision, i.e., a vision that can become flexible in order to adapt to complexity.
To sum it up, there is no female leadership, but there surely is a feminine leadership style.