The future is female. That is entirely true. But as we celebrate females succeeding, why does society actively insist on separating us with these cliques, hashtags, and unnecessary labels?
We are not “girl bosses.” We are bosses. And that is how we should be known — without the pronoun before, separating us into a different category than our male or any other counterparts.
It is time for women to stop alienating themselves and stop sugarcoating our chingona-ness. Who are we downplaying our levels of superiority and assertiveness for?
In the long run, with these labels, we are creating more spaces of division rather than being inclusive with our non-binary audience, on top of failing to face the realness of what is essential: the gender pay gap in workplaces.
While the notion of creating a positive description dedicated to women who are leaders and excelling in every aspect of their lives as “girl boss” or “boss babe” is greatly appreciated, it would be innovative to push it further without the implied “cuteness” of being a boss.
It is time to indulge in our boss levels without the need of being “sweet” or pastel-colored planners — when did the trend of being female and a boss turn into a market separating us from male bosses? What’s the difference? There is no cuteness in earning less than your male counterparts.
Now, if we must highlight gender in labels, it would be far more reflective as a society to instead of spending effort in creating marketing girl boss trends to instead push the agenda inside of the work structure and fight for equal pay or the endless amounts of other issues we daily face as a “boss babe.”
According to PayScale, “In 2020, women make only $0.81 for every dollar a man makes.” It’s 2020. How is this still a problem?
I would personally like to see less of these labels and more real solutions to help our people in these industries that are designed since the start to create silent boundaries against people based on gender and color.
Furthermore, I would like to continue seeing open resources on supporting and nurturing our Latinx bosses — whether it’s female, male, or non-binary — and continue seeing them excel and feel comfortable in their assertiveness.
We don’t need more hashtags or girl boss stickers; we need more transparency and more progress for what is owed to us. Less alienating and more collectiveness towards what really matters: equal pay.