The Paula Principle: Is Career a Question of Gender?

Most of us are familiar with the Peter Principle, which posits that individuals in hierarchies rise to their level of incompetence. However, there’s a less well-known but equally significant dynamic in the workplace: the Paula Principle. This concept highlights how women often work below their level of competence due to societal and structural barriers. This article explores the causes of the Paula Principle, its impact, and how we can address this imbalance.

What is the Paula Principle?

The term “Paula Principle” was introduced by Professor Thomas Schuller. It describes a systematic undervaluation of women’s abilities in the workplace. Despite being equally or more qualified than their male counterparts, women often find their qualifications do not translate into career opportunities, salary, or recognition.

Unlike the Peter Principle, where employees rise to positions that outstrip their capabilities, the Paula Principle shows that women are frequently stuck in roles far below their potential.

An example: A woman with exceptional academic achievements and extensive professional experience might take a position with fewer responsibilities and limited advancement opportunities due to structural barriers, while her male peers ascend to higher roles.

Why is the Paula Principle relevant?

The Paula Principle is both a societal and economic problem. Studies show that companies failing to leverage the potential of their female employees lose not only innovation but also operate inefficiently.

Economic impact

In many countries, women make up the majority of university graduates, yet they remain underrepresented in leadership positions. This loss of competence negatively affects corporate competitiveness and creativity. Diversity studies demonstrate that organizations with balanced gender representation achieve better financial results.

Social impact

The systematic undervaluation of women affects not only individuals but also future generations. Children growing up in households where women face professional disadvantages often internalize similar patterns of thought.

The causes of the Paula Principle

The Paula Principle is a complex phenomenon influenced by multiple factors. It is not the result of isolated decisions but a combination of societal norms, structural barriers, and individual challenges. Understanding these mechanisms requires examining the main causes:

1. Discrimination

Discrimination against women often appears in subtle ways, such as a lack of recognition for achievements or “mansplaining,” where women are overlooked in meetings, and their ideas are appropriated without acknowledgment.

2. Structural barriers

Women still shoulder the majority of caregiving responsibilities, which hinders their career progression. Part-time work often lacks equivalent career opportunities, and childcare or eldercare services remain insufficient in many countries.

3. Confidence and role expectations

Imposter syndrome, where women doubt their own abilities, is exacerbated by societal expectations. Traditional gender roles, portraying women as “helpers” and men as “doers,” shape perceptions of women in the workplace.

4. Networks and mentoring

Vertical networks are crucial for career advancement. While men often have better access to mentors or informal networks, women frequently lack these resources, making it harder to access leadership positions or advance professionally.

How companies can overcome the Paula Principle

The Paula Principle highlights the need for companies to actively promote equality and equal opportunities. It’s not enough to adapt existing systems; targeted measures are necessary to dismantle structural barriers and fully leverage the potential of all employees. Here are some approaches organizations can take:

1. Mentoring programs

Targeted programs connecting women with experienced leaders can create opportunities and break down barriers.

2. Transparency in promotions

Clear criteria for promotions and salary increases can minimize subjective decisions, enhancing fairness and motivating employees.

3. Flexible work models

Flexible schedules and remote work options should be available to both men and women to break traditional role patterns.

4. Awareness training

Workshops and training sessions on unconscious bias can help leaders make fairer decisions.

Practical tips for women

While companies play a critical role in overcoming the Paula Principle, women can also take proactive steps to improve their career prospects and break down existing barriers. With clear strategies and a focus on personal growth, many challenges can be mitigated. Here are some practical approaches:

1. Build strong networks

Building networks both within and outside the organization is essential. Platforms like LinkedIn or professional women’s networks offer valuable resources and opportunities for connection.

2. Focus on development

Continuous skill development through training, certifications, or mentoring enhances confidence and positions women for advancement.

3. Communicate achievements

Women should actively communicate their successes to ensure their contributions are visible and recognized. Visibility is a key factor in career advancement.

Conclusion: Overcoming the Paula Principle together

The Paula Principle underscores that equality in the workplace is still a goal worth striving for. Companies that fully harness the potential of their female employees not only perform better but also enhance their innovation and appeal as employers.

Individuals can also contribute by engaging in self-reflection, actively supporting female colleagues, or driving change within their organizations. Equality starts small—and ends with a more sustainable and equitable working world.

The worst form of injustice is pretended justice.”

Plato (428–348 BC), Greek philosopher