Myth Busting: Things Women in Procurement Are Not (Part 3)
It’s 2025 and, for the majority of us, we would have liked to think we would have moved on from crude stereotypes and myths regarding the impact of gender (and many other things too) in the workplace. And yet it’s something that many women have to deal with every day, having to work harder and longer to achieve the same things as male counterparts.
To help support Women in Procurement, Procurious created a best-in-class program called BRAVO, designed at helping women overcome these barriers to progression by creating global networking opportunities, providing access to mentoring and facilitating workshops, all designed to aid women in their career progression.
These harmful myths and stereotypes hurt women and businesses, causing them to miss diversity benefits as women get sidelined or overlooked. But, time is running out for these myths as, with the support of both men and women in procurement, the word is being spread and the myths are being busted one by one, for good.
In Part 1 and Part 2, we have examined six unhelpful (and entirely too common) myths. In our final part, we address three more misconceptions, hoping to crush them completely and eliminate misunderstandings once and for all.
Myth 7: Women don’t support each other
Support, mentorship, and sponsorship are key elements for a successful procurement career. It’s important for women in procurement to obtain these – and also to provide them to each other. Yet despite this, a harmful myth persists that women are competitive with each other and don’t support other women. This narrative suggests that women see each other as rivals rather than allies, perpetuating a divisive culture.
How this might play out in procurement
The idea that women don’t support each other is often subversive, not overt, but it’s likely that as a woman in procurement, you’ll recognise the thought patterns or will have heard the sly comments of others.
For example, consider the last time that a female in your team was promoted. Was she congratulated, or was it assumed that she succeeded at the expense of other women? Did others lift her up, or tear her down?
Consider, also, your supplier negotiations. Women in procurement who advocate for each other in or within their teams may go unrecognised or have their efforts misinterpreted as self-serving rather than collaborative. This myth can undermine trust among colleagues and diminish the true impact of female mentorship and teamwork.
The Reality Check
As we have repeatedly shown with our program BRAVO, the truth is that many women actively support and mentor each other. A 2019 study published in the Journal of Applied Psychology found that women who had female-dominated support networks were more likely to secure executive-level positions compared to those with male-dominated networks.
Professional women’s organisations, such as procurement-focused mentorship programs, demonstrate a commitment to fostering mutual success. These networks provide opportunities for women to share knowledge, develop professionally, and promote each other’s achievements. In procurement, women often collaborate to advance the field, whether through knowledge sharing on supplier risk management or through creating pathways for diverse suppliers.
Myth 8: Women don’t speak up as much because they’re shy or lack confidence
Finding your voice and asserting yourself is critical if you want to build a successful procurement career, but it certainly isn’t easy. There’s a persistent myth that women don’t speak up in meetings or assert their ideas, and there’s some truth in this – a study found that 45% of women were uncomfortable speaking up in Zoom meetings. The reasons cited for this are often shyness or a lack of confidence. This myth dismisses the impact of external factors and places the responsibility solely on women.
How this might play out in procurement
Have you ever observed this dynamic in your team? During a critical supplier negotiation or strategy meeting, a female procurement specialist in your team may be less vocal, leading your colleagues to assume she lacks confidence in her recommendations.
The reality, however, could be extremely different. She could have, in the past, been constantly interrupted in past discussions or had her ideas overlooked. These experiences can make it difficult for women to contribute meaningfully, not because they lack confidence but because the meeting dynamics make it challenging to be heard.
The Reality Check
Research by the Harvard Business Review shows that women are often interrupted or have their ideas attributed to others. which discourages active participation over time.
But here’s the thing. When organisations cultivate inclusive environments where women are respected and given space to speak, they participate just as fully as men. In procurement, diverse viewpoints are essential for making strategic sourcing decisions and managing supplier relationships. Women’s voices add value, especially when exploring sustainable sourcing options or tackling complex supply chain risks. Companies that prioritise inclusivity benefit from the comprehensive insights that come from equal participation.
Myth 9: Women don’t face gender bias in the modern workplace
Over three articles, we have explored the barriers and biases that women still experience in the workplace. Yet almost unbelievably, one myth that continues to exist is that gender bias is a thing of the past, and that any disparity in advancement is due to choices rather than discrimination. This myth implies that any gaps in career progression or representation in leadership are self-inflicted rather than systemic.
How this might play out in procurement
If you’re an aspiring female CPO, have you ever found yourself overlooked during performance reviews or passed over for high-visibility projects? Have you raised concerns about this, only to be told that the organisation promotes based on merit alone?
This response overlooks and belittles the role of gender biases. Subtle biases, such as associating leadership with masculine traits or favouring male-dominated networks, can limit women’s opportunities to advance.
The Reality Check
While it’s true that workplaces have made strides in gender equality, gender bias still exists. A 2020 study by McKinsey & Company revealed that women remain underrepresented at every level of corporate America, and women of colour face even greater disparities. The report highlighted that women receive less access to senior leaders, less mentorship, and fewer high-profile assignments.
In procurement, these biases can manifest in unequal opportunities to lead major sourcing initiatives or to participate in career-defining projects, limiting women’s ability to advance into strategic roles. Addressing these disparities requires a commitment to creating equitable opportunities, from transparent promotion criteria to gender-inclusive professional development programs.
Let the Debunking Commence!
So in the words of Public Service Announcements (PSAs) in days gone by, “Now You Know” – and now you do know some of the most common myths and stereotypes that continue to hold women back in their careers. The only way to break these barriers down and debunk these myths for good is to work together as a profession.
The ball is in your court. Spread the word far and wide – we are coming for all of these myths, and when we bust them, it’s going to change everything!Want to be part of a group of inspiring women in procurement who are debunking myths and supporting each other to aim high and achieve? Join our BRAVO programme today.
Catch up on part 1 & 2 of our Myth Busting series below:
Myth Busting: Things Women in Procurement Are Not (Part 1)
Myth Busting: Things Women in Procurement Are Not (Part 2)
