Women managers- still travellers in a male world?

Cultural barriers to equality

International Conference on Gender Equality, Inclusion and Talent

Slovenia, GH Union February 5th and 6th

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Women Managers

“Business remains a world created by males for males”

Equality legislation in place for forty years now

FT poll showed that under 20% of senior management in the City are women, leading to many senior women now calling for quotas

Of course there have been gains but so there should – female graduates have far exceeded male graduates for many years

If we have not travelled far enough – why not?

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Cultural Resistance

Formal ( both legal and educational barriers removed)– left with informal (cultural) barriers

Resistance acknowledges power, an uncomfortable aspect of organizational culture

Using a more holistic cultural approach to organizational culture enables gender specific practices to be identified as excluding or marginalising

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Context is important

Historical, social and cultural context acknowledged – important when discussing different countries as different organisations

Here your labour market history and gender relations history will be very different from that in the UK

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My work and approach to culture change

Asking uncomfortable questions – wherever I am!

What does it take to change organizational fabric to harness the potential of women in the workforce?

See organizational culture as both attitudes and material ie practices

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A Model of Organizational Culture

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Background to Organisation

History, location, ownership, employee profile

Physical Layout of Artefacts

Décor, buildings, office layout, pictures

Gender Awareness Equal Opportunities/

Awareness

Language and Communication Metaphors, humour, meetings, talk

Management Style Masculine / feminine /

business

Work Ideology Public / private / work/

life

Informal Socialising Drinks / clubs / sports /

networking

Sexuality Sexualised culture/

harassment / orientation Time Management Long hours / part time

Concluding Points

Diversity initiatives often focus on support for women rather than culture change

Insufficient attention on the more problematic aspects of types of historical masculinity which influence and dominate certain aspects of culture

Leadership is vital – so often is legislation and the threat of legislation

History of gender relations and the status of women in wider society

Attitudes to change must start in schools

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