An Open Letter Regarding Woman-Owned Business Certification Criteria
I write this letter as the Founder/CEO of Blue Sky Planning Partners, a business currently navigating the complexities of obtaining a woman-owned business certification. This journey has unveiled a paradox within the certification process that I believe warrants broader discussion and, hopefully, reconsideration.
The intention behind woman-owned business certifications is commendable and necessary. They aim to level the playing field, recognizing and supporting the vital contributions of women in the business world. However, the current framework for demonstrating ownership and control inadvertently perpetuates the very inequalities it seeks to mitigate. The requirement for women business owners to display overarching control within their companies echoes patriarchal structures, subtly suggesting that traditional forms of governance and decision-making are the only valid ones.
At Blue Sky Planning Partners, our ethos is grounded in egalitarian principles. We believe in shared decision-making, collective ownership, and the equitable distribution of power—values that, under the current certification criteria, are seemingly at odds with demonstrating the required level of control by a woman owner. This has led to a situation where, in striving for certification, we must eschew our foundational principles for a model we find antithetical to our vision of business leadership.
The irony is stark: a system designed to empower women business owners may inadvertently compel them to adopt outdated, patriarchal models of leadership to qualify. This not only undermines the diversity of leadership styles among women entrepreneurs but also limits the potential for innovative, inclusive, and equitable business practices.
Therefore, I advocate for a reevaluation of the certification criteria, with the hope that future revisions will embrace a broader understanding of ownership and control. Recognizing and valuing diverse business models and governance structures would not only align more closely with the progressive ideals behind these certifications but also encourage a more inclusive, equitable, and dynamic business environment.
In conclusion, I urge those responsible for overseeing woman-owned business certifications to consider the implications of current criteria on the diversity of business practices and leadership styles among women entrepreneurs. By doing so, we can better support the growth and success of woman-owned businesses in a manner that truly reflects the diversity and innovation they bring to the business world.
Sincerely,
Mallory Brown
