Maya Nelson is a lifelong educator with a passion for developing the next generation in a diverse and inclusive community.
Chapter: Retaining female talent
About: Maya Nelson has spent more than three decades as an educator and is now the interim head of the Jakarta Intercultural School (JIS), an international school with an impressive student body comprised of young members from Indonesia and around the world. An alumnus of JIS herself, Maya discovered her passion for teaching when she was young and is determined to create a nurturing ecosystem for educators to help young minds grow. Within that ecosystem, she emphasizes the need for an empowering environment that champions inclusivity and gender equality. Maya is also a contributing author of a soon-to-be-published book, Raise Her Up: Stories and Lessons from Women in International Educational Leadership.
Tell us about your experience in education and your path to leadership from a gender perspective. What made the most meaningful impact on your growth?
Earlier in my career as an educator, there was a time when I was perplexed about why educational leadership positions were mostly filled by men while the majority of teachers were women. The imbalance was glaring and obvious. This situation motivated me to create a women’s group on Facebook to support other female educators in a collective effort to push for inclusivity. The forum gained great traction in Asia, and we decided to invite speakers from the international community for our Women of Influence in Education chapter. It became a channel that facilitated networking support for other aspiring women—and men—in their pathways to leadership.
“I believe that there have to be intentional steps to support the trajectory of women leadership in all professions to address the gender disparity in organizations. It is up to us to turn the tide”
As the world becomes more complex, I feel it is part of my responsibility as an educator to build resiliency in our students, both men and women. We should aim to prepare them to be resourceful and to learn the skills required to adapt to change. The next generation’s adaptability is key to their survival and ascension to leadership roles.
Are there key organizational traits that you believe could be beneficial in women’s advancement to leading roles?
I have been lucky to have both male and female mentors who opened up the ability to pursue opportunities, tap into resources, and create a feedback loop that is essential in anyone’s career journey and progression. Having support in navigating your path in leadership from someone who can share insights and wisdom, drawn from their own experience, is critical for your professional and personal growth.
In turn, I believe it is now my job to mentor and help others grow professionally. Core to that feeling is advocating professional development that promotes gender diversity.
“It is important to have male and female mentors in your search to find your voice and your path. Mentors empower us to take risks and grow our capacity in a safe and encouraging environment"
Women have yet to reach parity with men in many organizations. To have the unique guidance of someone who promotes your progress can truly help you build that voice to claim a seat at the table with confidence.
Female educators have an important role to play here. In a school and in the greater community, women can serve as great role models and encourage students to explore areas that are different from the conventional path or even to dream bigger. Targeted coaching, counseling, and support can help students understand their paths and journeys. There is no limit to what any student, in particular female students, can achieve. Most successful people attribute their success to an educator who made a crucial difference in their lives at the right point or served as a role model to them. Hence, the effort to drive diversity and inclusivity has to begin early.
What are some ways we can address the gender gap in education leadership? How can we create an inclusive environment that is reflective of gender diversity goals?
We need to collaborate and work with one another to showcase diversity, equality, and inclusion because leadership by example is the best approach. This requires men and women leaders to work together in an intentional and mindful manner and build a hiring process that values diversity and gender equality.
“I think it’s important to have role models in front of our children who are different than they are because representation matters and it sends a powerful message to our kids that they can be anything they want to be.”
We also want our students—both men and women— to question the world. What I found fascinating at JIS is that the leadership is dispersed equally between the male and female students, which is not always the case based on my experience in other countries. Home culture and often country culture impact the makeup of gender-balanced leadership roles, but the presence of optimized diversity, equity, and inclusion fosters a more inclusive climate while also creating opportunities for collective learning and problem-solving for all.
What are some positive ways to develop, sustain, and retain female talent across industries? What factors can ensure the long-term success of women?
It’s important to create a safe space for people to take risks. Many women need help, a bridge, or encouragement to explore their career paths and leadership roles. When an organization has a mentorship culture and supporting environment, it promotes learning and professional development. Often with women, the family commitment becomes a factor in their decision about how to pursue or continue their professional development.
When I was a new mother, I was lucky to have a head of school—a leader—who supported my commitment to raising my young family. He gave space for my children to be present at the office, which benefited me tremendously because I was able to continue my work effectively and raise my family at the same time. Years later, I had the opportunity to start an elementary school in Hong Kong where I built a special room for new mothers to be able to nurse and see their babies when they would visit or need to be fed. It opened more opportunities for many women to view our environment as pro-children, especially in a school, and it sent a message that you don’t have to choose work over honoring your commitment to your family.
“A supportive environment is important, but having an allowance for equitable leave time for new parents—both men and women—is also key in helping talent have fulfilling lives beyond their work.”
There’s a need to grant parents the ability to care for their newborn babies or take that time off. It doesn’t happen everywhere, but it is one of the main challenges that women have to overcome in their career paths. Now with work from home, it may become easier. In schools, it is a struggle since we are a service industry, and our most important part of the day is with students. We can certainly make it easier.
Request a free copy of the Empowering Women: A Collection of Thoughts from Women Leaders to Advance the Workplace.
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