... and nine other female progression myths busted
It’s not taking time off to have children that prevents women reaching senior positions, according to the 30% Club, which this week released research debunking 10 common myths about how women progress.
According to the study, the overall career impact of having a family is less than people thought among mothers who choose to return to work. While childrearing does slow down women’s career progression, the research did not find a significant impact on their overall ability to get to the top.
Rachel Short, director at business psychologists YSC, which carried out the research with professional services firm KPMG, pointed out that the significant gender gap between men and women turns out to be between those who do not have children.
“Removing the ‘psychological’ barriers for women is just as important as removing the ‘structural’ barriers if we are to fundamentally shift the dial in women’s progression to the very top,” she said.
Founder of the 30% Club Helena Morrissey, CEO of Newton Investment Management and mum to nine children, added: “There is a feeling that childrearing is a setback for your career and we sometimes count ourselves out of it. But careers are likely to be longer now. We have 40- to 50-year careers. Five years out in the scheme of things should not make a big difference.”
The report, conducted among FTSE 100 and FTSE 250 companies, found that men and women share similar career aspirations and leadership behaviour but revealed even small differences can lead to very different outcomes – a man starting a career in a FTSE 100 business is 4.5 times more likely than a woman to make it to the executive committee.
Crucially men are as important as women in role-modeling behaviour, with the study pointing out that it shouldn’t be left to women to drive change KPMG partner Melanie Richards said: “We have got to avoid the underlying assumption that women should shoulder responsibility for helping women through. While senior women are key, male role models are just as important.
“Greater authenticity is needed from board and executive committee members as to whether gender diversity is a strategically critical corporate priority or not.”
In addition to looking at the impact of childrearing, Cracking the Code found evidence to counter nine other myths about the barriers women face in reaching senior positions:
Myth: Women don’t aspire to senior leadership roles.
Research reality: Women become more ambitious about senior leadership as their career progresses.
Myth: Women don’t stick it out to make it to the very top.
Research reality: At senior levels, women are more likely to stay around and to miss out on promotion.
Myth: Women don’t get to the top because they lack confidence.
Research reality: Women are clear about their abilities and careful not to oversell themselves.
Myth: Women lack the leadership qualities needed at the top.
Research reality: The majority of men and women’s leadership behaviour is the same.
Myth: Women don’t have the networks that open doors to the top.
Research reality: Women prefer formal over informal contacts when accessing support.
Myth: Senior women leaders pull up the career ladder behind them.
Research reality: Senior women actively seek out other women to join them.
Myth: High potential programmes are fast-tracking women.
Research reality: Women don’t see development programmes as a top enabler of career success.
Myth: Formal flexible working arrangements ease women’s route to the top.
Research reality: Informal individualised arrangements made directly with their manager are what women value.
Myth: The business case for gender diversity is working.
Research reality: The personal case for gender diversity is a more powerful motivator for change.
Further information about the report and accompanying recommendations and toolkit can be found at http://www.30percentclub.org.uk/