I want to say in answering these important questions that as a white man from a working-class family I am all too aware of my own unconscious biases around gender and it is an on-going journey. What I have learnt is that without gender equality at the most fundamental level in all our different cultures the life of an organisation, a family and individuals cannot possibly realise their full potential. This is because we are utterly inter-dependent, we shape each other and our experiences. Gender equality is, therefore, a crucial foundation underpinning how humanity as a whole finds ways to live and grow and work together.
Why do you believe there is a lack of women in high executive roles?
Only 25 companies in the Fortune 500 are run by women. The cause for this is complex. However, some of the reason include unconscious bias, gender stereotypes, and the fact that the ‘glass ceiling’ is a real thing in many workplaces.
What is the ‘glass ceiling.’
It is an unfair system or set of attitudes that prevent women or minorities from obtaining top-level positions. It is often hidden or intangible, so, therefore, referred to as ‘glass’.
According to 2017 research by McKinsey & Co. and Lean In, from the 132 companies employing more 4.6 million workers, women are 18 percent less likely to be promoted than their male peers. The report states that if entry-level women were promoted at the same rate as their male peers, the number of women at in senior positions would more than double.
Are opportunities being withheld from women because of assumptions about gender roles?
Definitely. Even those women who do make it to top level positions face additional market scrutiny. A study by Darden professor Erica James, reported in Strategic Management Journal found that stock in a company drops after the announcement of a female CEO, but not after that of a male CEO.
Unconscious biases from Boards means that women are often overlooked for roles for which they would be ideally suited. This bias is supported by HR recruitment methods that are often invalid and unreliable.
How should organisations move towards an equal gender ratio?
A good first step is to acknowledge gender bias in the organisational thinking, in HR Strategy and cultural practices. One important measure is to review CVs ‘blind’, that is, stripped of all non-essential demographical information.
Women and men tend to overestimate men and underestimate women. So, using Assessment Centres and Job Tests, rather than unstructured interviews is also vitally important. For internal promotion, it is essential to identify and remove any biases that exist in internal selection systems and to make leaders accountable for being aware and acting appropriately in these decisions.
How do we value and reward feminine leadership traits like inclusiveness, collaboration, prudence, divergent thinking, and due diligence?
Well, what I am about to say may seem to be against the tide of current opinion…as I do not hold the view that these qualities are in any way inherently feminine any more than other approaches to leadership might be regarded as inherently masculine. It is my sense and based on research that these are socially constructed roles and that women and men are in fact equally capable of being either competitive or collaborative. However, because women have been more socialised toward these qualities they are the ones who have modelled and developed how to lead in these ways within organisations. I suggest that one powerful way to reward these approaches is to stop naming them as feminine and merely uphold them as best practice with increasingly more evidence to back this up.
What is one thing I can do to make a positive impact on gender equality at our organisation
Make this a process question on the agenda at every meeting. Use empowering cultural practices to open a dialogue about how we are doing in this group or team with gender and all equality issues.
A must attend 5-Day training course for women:
LEADWomen offers a wide range of courses, carefully designed to equip our women delegates with the latest tools and best practices to meet the rigorous demands of today’s fast paced business environment.
