I’m often asked whether I believe companies should be made to appoint a certain number of women to their boards, or whether there is another solution. My answer is always the same: females want to succeed in their career because they deserve it – not simply because of their gender.
And a recent survey we carried out appears to suggest that the consensus among female technologists is the same. Almost half (47%) of respondents would like to see the proportion of female executives grow organically.
See our latest infographic below for the full survey results:
Whilst there is no question that in the past year, some progress has been made regarding the number of female directors on UK boards, work still needs to be done. Recent statistics suggest that the number of women in British boardrooms has risen to its highest level. The number of female directors on FTSE 100 boards now stands at 14.9% - compared with 12.5% a year ago. Despite this rise, the fact still remains that women are underrepresented. And rather than hailing this slight increase as a success, surely we should be discussing how the business world can get to the bottom of the issue?
It’s clear that females want to be promoted - perhaps eventually leading to a position on the board - because they have worked hard, have the ability and have a track record of success. To be appointed to the board simply to meet quotas would make many women feel insulted.
So what’s the solution? Certainly, and perhaps the most obvious solution, is for targets to be introduced. This gives organisations something to aim for and would put a certain amount of pressure on them to boost gender equality, without enforcing them to do so like quotas. And, it appears that female technologists are beginning to view targets as a viable option to increase diversity. 15% of those we surveyed are in favour of targets to increase the number of women on boards. And whilst I certainly share this view, I also believe that more work needs to be done by business leaders if real, long term progress is to be made. So what can be done?
- The business case for diversity: more needs to be done to highlight and celebrate the positive effect women board members have on an organisation at national level. Several studies illustrate that female executives encourage wider thinking and ideas generation. Only when this attitude is engrained throughout a whole company, and management understand and support a diverse team, will we start to see real, meaningful results.
- Mentoring and support: Many businesses tell me that they find it hard to source great female talent in the technology industry – and this is particularly true at senior level. It’s vital, therefore, that businesses mentor and support women from the minute they enter the company.
- The motherhood penalty: If women are to realistically reach board level, the motherhood penalty needs to be eradicated. Employers must take further steps to ensure women who take a career break are supported and encouraged to return to work - without feeling their choice to have a family has jeopardised their career prospects.
- Non -governmental groups: Perhaps the most encouraging initiative to date is the 30% Club – an organisation backed by Cass Business School – which aims to bring more women on the UK corporate boards by not only providing guidance and support to UK companies who want to increase their diversity, but also helping women who may be seeking board appointments. Further action by groups such as the 30% will serve to highlight and make change.
It’s my strong belief that without quotas, talented women can rise to the top of their company if they have had the right training and investment. And it is ultimately down to business leaders to ensure this happens. What’s your view? Let us know by commenting below.
