All About People

International Women’s Day this year took place on 8th March 2025. It was a time to reflect on the challenges and achievements of women worldwide. Now that the day has passed, it is thoughtful to remind ourselves of one of the many subjects discussed.  This year, we focussed on women’s experiences in conflict—whether in the workplace, in leadership, or in broader societal struggles. Conflict is not inherently negative; it can be a catalyst for change. However, women experience and navigate conflict differently from men, often having to challenge stereotypes, push against systemic biases, and adopt nuanced strategies to be heard and respected.

This blog draws from conversations with Christine Ourmieres-Wiedener, Senior Airline Executive and Non – Executive Director and Samantha Burroughes, HR Global Business Partner at Allergy Therapeutics, alongside other industry leaders, incorporating their personal stories and reflections on how women confront and shape conflict.

Women and workplace conflict

Women in leadership often find themselves in conflict situations not because they seek them out, but because they are natural guardians of compliance, performance, and fairness. Christine emphasised that women are often built to protect their teams and will fight for what is right. However, in male-dominated industries, female leaders must balance this protective instinct with managing some historic pre-conceptions that they are ‘too emotional or confrontational’.

Challenges women face in workplace conflicts

• Gender norms and assertiveness: Women who assert themselves in conflict situations risk being labelled aggressive, whereas the same behaviour from men is often seen as strong leadership.
• Emotional labour: Many women take on the role of peacemakers, often absorbing workplace tensions, which can lead to emotional exhaustion.
• Communication styles: Women are more likely to engage in direct conversations and call out issues, whereas men may prefer to avoid direct confrontation or find workarounds.

One of the most striking reflections came from Samantha, who recounted her experience in a heavily male-dominated environment. Working for one of the emergency services, she was confronted with overt bias when a firefighter challenged the idea of female recruits by asking, ‘Do you think you can carry me out of a burning building?’ Her response was both disarming and strategic: rather than engaging in a defensive argument, she highlighted the broader skills required for the job—communication, crisis management, and empathy. This shifted the conversation from physical capability to a more holistic understanding of the role, demonstrating how women often have to reframe conflict to be taken seriously.

Similarly, Samantha also shared an instance in which she was labelled an ‘alpha female’ simply for holding firm on an ethical decision in a male-dominated corporate environment. This term, often used pejoratively, revealed an underlying discomfort with a woman displaying the same resilience and conviction expected of male leaders.

Women in broader conflict contexts

Beyond the workplace, women face significant barriers in political and international conflict resolution. Christine noted, geographically, the further south in Europe one goes, the more pronounced gendered expectations become. Women often face systemic exclusion from leadership roles in peacebuilding due to patriarchal norms and a lack of safe environments for activism.

Barriers to women’s participation in conflict resolution around the world

• Limited leadership opportunities: Women are underrepresented in peace negotiations, often relegated to advisory roles rather than decision-making positions.
• Patriarchal resistance: In many cultures, women challenging authority face significant backlash, making it harder to advocate for systemic change.
• Safety concerns: Women peacebuilders and activists are at higher risk of threats and violence, which can discourage participation.

Women as agents of change

Despite these challenges, women are powerful agents of conflict resolution. Whether in boardrooms or political arenas, they bring unique strengths to negotiation and peacebuilding. Women tend to prioritise long-term stability, inclusivity, and community-based solutions.

Examples of women driving change

• Human rights defenders: Women at the forefront of advocacy ensure that marginalised voices are heard, and systemic injustices are challenged.
• Community-led initiatives: Many women work at grassroots levels to mediate disputes, support victims, and promote peace.
• Policy advocacy: Women have been instrumental in pushing for laws that protect against gender-based violence and discrimination.

Samantha encapsulated this as, ‘Women’s courage in conflict is not just about words—it’s about action.’ Women are not only speaking up; they are reshaping the way conflict is managed and resolved, advocating for approaches that are more balanced, fair, and sustainable.

Practical strategies for women navigating conflict

So how can women navigate conflict effectively while staying true to their values? Here are some key strategies:

• Reframe the conversation: Like the Samantha did when working in the Fire and Rescue Service, find a way to shift the narrative rather than engaging in defensive arguments.
• Leverage support networks: Seek allies within organisations—open-minded male board members, HR, and female mentors.
• Use soft power wisely: Women often excel in emotional intelligence (EQ). Understanding when to use diplomacy versus when to push back is crucial.
• Protect your energy: Be mindful of emotional labour and seek coaching or mediation support when needed.
• Believe in yourself: Christine feels confidence in one’s value is key to managing conflict effectively: ‘Women should have an anchor in who they are. Courage is action – not words.’ 

Conclusion

‘Women and girls cannot be what they cannot see’ – Christine Ourmieres-Wiedener

Conflict is an inevitable part of professional life and life in general, but women continue to demonstrate resilience, intelligence, and strategic acumen in navigating these challenges. By challenging outdated biases, leveraging their unique strengths, and supporting one another, women are not just participating in conflict resolution—they are redefining it. As Christine highlighted above, women need to be part of the change for the next generation, continuing to challenge pre-conceptions and reshape how conflict is understood and resolved. As we continue to celebrate International Women’s Day over the coming year, let us recognise and empower the women who turn conflict into an opportunity for progress and change.

Posted: 20th March 2025