A 10-year study of British companies has found that you are about four times as likely to be appointed as a director if you are a member of the same golf club as a serving member of the board.
Most women believe that they face multiple barriers to advancement throughout their careers rather than just a single glass ceiling blocking their entry to the boardroom, according to a new survey by Ernst & Young.
It isn't a lack of flexible working or childcare that is stopping women from making it to the top of British organisations. The real reason women are not breaking into leadership positions is a lack of sponsors.
There's no shortage of advice out there about how to improve collaboration. But until now, one factor has been largely overlooked: the influence of gender and the role of hormones.
Women working in financial services in the UK earned some 20 per cent less on average than men in 2011, according to research from eFinancialCareers.
As the only woman on a board of directors, Helen feels a strong aversion to socialising with her colleagues on golfing days and wine-tasting sessions. But as Mary-Louise Angoujard explains, this is all about organisational politics, not gender.
The idea of a glass ceiling is real, but it isn't glass and it's not really a ceiling. A more accurate picture might be a tangled web of trip hazards and barriers, notably around gender-based stereotypes.
If employers are serious about wanting to encourage women to return to work after having children, one of the most important things they can do is to offer new mothers greater flexibility about when, where and how they work.
In an effort to increase the numbers of women staying with the firm after they have children, Ernst & Young has announced a new maternity coaching scheme for staff in the UK are Ireland.
The number of women between the ages of 20 and 34 working in the US finance industry fell by some 20 per cent between 2001 and 2010 according to an analysis of data from the Bureau of Labor Statistics.
A British review has suggested that quotas are not the answer to getting more women into the boardroom. Instead, firms need to look at is what will actually work for women rather than aspire to artificial targets.
Some things, it seems, never change. According to new research from the UK charity Business in the Community, by far the biggest barrier to women getting senior jobs remains their need to balance work and family.
Do women make better bosses? Professor Khalid Aziz, CEO of leadership development consultants the Aziz Corporation, is convinced they do. Women have a less short-termist outlook, are more holistic, big-picture and reasonable, he argues.
While working on my Ph.D. in Organizational Learning and Leadership, I've been reading quite a bit lately about organizational structures, leadership, mentoring, etc. One fact that jumped out at me during a recent reading assignment is that only three percent of CEO positions in the Fortune 500 are filled by women. And I'd like to explore why.
How can women survive and thrive in a male-dominated IT environment? As far as many men are concerned, women have no place in IT and their competence is automatically suspect. But with an understanding of the issues and the ways to get round them, women can beat this engrained sexism.
Mary has recently been promoted into a senior role within an all-male technical team. But with a background in sales, her colleagues seem to have little respect for her opinions and criticize her for a lack of technical knowledge. What can she do?
Every time I read about women getting fired when they get pregnant, I feel like Bill Murray in Groundhog Day. It's like we're stuck in 1959 and it keeps repeating, repeating, repeating
Why are so many women in the UK turning their backs on conventional 9-5 jobs to go it alone? Perhaps that's a question more companies should start asking themselves.
Companies embracing diversity and increasing the number of women at board level may be heading for a profit slump if they already have good governance structures in place, a leading academic has warned.
Unless they involve men in their gender equality efforts, organisations will never reap the full benefits of having workplaces that are truly diverse.
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