In the contemporary discourse surrounding women’s empowerment and emancipation, we often hear powerful mantras championing solidarity and sisterhood.
These calls for freedom, equal rights, and opportunities resonate deeply, especially in a world with a long history of patriarchal oppression.
They are amplified on International Women’s Day in March and, in SA, on National Women’s Day in August.
These occasions serve as reminders of the progress women have made and are a call for further action towards gender equality, acknowledging the tremendous strength, resilience, and leadership of women worldwide.
However, a troubling irony emerges when we observe that the very women who rise to positions of power and influence sometimes become the foremost perpetrators of oppression against their peers.
It is a stark reality that many women, once they ascend to higher echelons of authority, mirror the oppressive behaviours of their male counterparts instead of fostering an environment of support and collaboration for other women.
This phenomenon raises critical questions: Are we genuinely committed to uplifting all women or is our support conditional upon individual success?
The notion that women should inherently support one another is fundamentally sound.
Women have faced systemic barriers that have historically limited their opportunities, and solidarity has been vital in overcoming those challenges.
Feminism, at its core, champions unity, advocacy, and collective strength. Yet, the reality often unfolds differently.
This phenomenon can be observed across various sectors — be it corporate, political, academic, or cultural.
The narrative is all too familiar: women in power may engage in discouraging the ambitions of their subordinates, often seeking to preserve their status rather than cultivating the next generation of female leaders.
This is particularly evident in workplaces and organisational settings, where women in leadership roles, sometimes feeling the pressure to conform to patriarchal norms, perpetuate a culture of competition rather than collaboration.
Such behaviour not only undermines the progress made towards gender equality but also discourages those striving to pursue their ambitions.
Women who are already marginalised or struggling to climb the ladder are often met with obstacles from those who should be their allies.
Moreover, the complicity of women in upholding traditional gender roles can manifest itself insidiously.
Some women, in their quest for acceptance in male-dominated spaces, may actively participate in the degradation of other women in the form of gossip, undermining colleagues, or outright dismissal of another’s capabilities based on gender instead of merit.
These actions discourage open dialogue, support, and unity of purpose among women.
Sadly, such behaviours are often the result of internalised oppression, where women who have experienced subjugation themselves adopt harmful attitudes towards other women.
Furthermore, the intersectionality of race, class, and other identities adds layers of complexity to this issue.
Women of colour, for instance, often find themselves marginalised not just by men but also by women who have wielded their privilege in ways that exclude and undermine the voices of those who are different from them.
This exacerbates the feeling that some women are more committed to their own advancement than to the collective struggle of all women.
The experiences of women of different races, ethnicities, and social classes are not always acknowledged or valued within feminist movements, creating divisions that hinder the pursuit of true equality.
In various cultural and religious institutions, such as churches and traditional councils, women’s leadership roles have also been historically marginalised.
Though some women have gained prominence within these spaces, the lack of inclusivity in their leadership often perpetuates the very structures of exclusion they seek to dismantle.
Women in these spaces must use their positions to advocate for the elevation of other women, ensuring their leadership fosters collaboration, mentorship, and solidarity rather than competition or exclusion.
In some African traditional councils, for example, women’s roles have often been restricted, but recent shifts towards more inclusive leadership models are showing how women in these spaces can advocate for greater female participation in decision-making processes.
So, what can be done to rectify this hypocrisy and create a more inclusive environment for all women?
First, we must encourage women to embrace a mindset of collective empowerment rather than individualistic ambition.
Women should be encouraged to create mentoring networks, support systems, and collaborative initiatives that prioritise collective upliftment over competition.
These networks can help foster an atmosphere of solidarity where women can share experiences, offer guidance, and build each other up, particularly in environments where they are underrepresented or undervalued.
Secondly, we must challenge women in leadership positions to critically assess their behaviours and understand how their actions contribute to a larger narrative.
Accountability is crucial — there should be an emphasis on creating environments where women feel empowered to speak out against oppressive behaviours, whether from men or women.
Women leaders need to understand that their actions hold power and can either reinforce or dismantle the systems of inequality they are part of.
A key part of this is ensuring there are platforms for women to voice concerns, air grievances, and engage in constructive criticism without fear of retribution.
Lastly, education and dialogue must play essential roles in fostering a supportive culture.
Engaging in conversations about the complexity of female relationships in various power dynamics will create greater awareness of the unintentional harm that can arise from internalised oppression.
The struggle for women’s emancipation is far from over.
It requires unwavering support for all women to transcend the toxic legacies of oppression, ensuring we do not become the oppressors we vow to fight against.
Only then can we move towards a future where no woman is left behind in the struggle for equality.
Noma-Africa Maxongo, ANCWL member, Dr WB Rubusana Regional Executive Committee and Regional Working Committee member, writing in her personal capacity.
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