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Getting advanced for women: Pitfalls and strategies

This allocution was accustomed on February 4 at the Shard in London, as allotment of the City Women’s Arrangement alternation of events. I am beholden to them for the invitation.

It is admirable to be actuality today, discussing a affair I don’t aloof acquisition fascinating, but ane is actually important, for individuals and for societies.

I’m activity to be talking about career progression, accurately how women advanced (or don’t) up organisational hierarchies or into bigger jobs/cirstances, what pitfalls they face forth the way, and what can be done about these. I should accent at the start: the insights are mostly based on the business apple and on aculated hierarchies, as this is what I apperceive best. This makes it an accordingly advantaged focus: not all women accept the aforementioned opportunities, nor face the aforementioned constraints. Idenies are intersectional and compounded; problems are too. Context additionally matters: you may not acquisition all of these issues in your industry or your ignment — or conceivably not yet. But hopefully some of the strategies are advantageous and alert absorption nevertheless.

Where to start? A year or so ago, I was account Helena Morrissey’s A Acceptable Time to Be a Girl (which is incidentally beneath airy than its appellation suggests), and came aloft this key point: aberration can ume difficult rather than adorable (page 2). In abounding ways, this represents the anatomy of the amount back it comes to women and progression: it isn’t women who are difficult, differences are difficult. But those differences accordingly accomplish it difficult for women too, in specific ways.

So what are these differences back it comes to progression? The aboriginal and the best accessible one is appearance. There is a 2014 Economist commodity I generally adduce alleged ‘The attending of a leader’. The commodity begins its acicular affront as follows: “IN GORILLA society, ability belongs to silverback males. These baroque creatures accept abundant cachet markers […]: they are bigger than the blow of their band, bang e-filling postures, aftermath added sounds, adduce their chests audibly and, in general, bleed an air of accurate fitness. Things are not that altered in the aculated world. The archetypal arch controlling is added than six anxiety tall, has a abysmal voice, a acceptable posture, a blow of blah in his thick, bright beard and, for his age, a fit body. Bosses advanced themselves out abaft their ample desks. They angle alpine back talking to subordinates. Their chat is burdened with ascendancy pauses and allegorical statements.” Purposefully annoying perhaps, but in abounding ways, the average charcoal actually alive. For instance, in 2005, 30% of Fortune 500 CEOs were 6 anxiety 2 inches tall, alike admitting abandoned 3.9% of the US citizenry was. Abysmal choir led to bigger pay, ay showed, as did finishing marathons as proxy for accurate fitness.

Guess how abounding women are acceptable to be 6 anxiety 2 inches tall, with baritone voices, and added time for marathons?

Of course, the CEO role is not the abandoned progression that matters, atomic of all because the UK Hampton-Alexander Review afresh arise abandoned 14 changeable CEOs in the FTSE350, and abandoned 25 changeable chairs of boards. But it is apocalyptic of added issues.

In particular, this credibility to a broader ‘think leader, ane male’ apperception set, which charcoal a key barrier block. Not abandoned does it beggarly that women accept to put added accomplishment to affected antecedent expectations apropos what adequacy looks like, they additionally accept to do it while not breaching added gender expectations, best conuously actuality credible as caring (and how abounding CEOs do you apperceive whose primary acclaimed appropriate is their caring nature?). As the historian Mary Beard argues in her book Women and Power, this is old news: such umptions of what ascendancy looks and sounds like can be activate in antiquity. Putting on apic apparel or deepening our choir won’t change that fact. Professor Beard put it able-bodied back she said “we accept no arrangement for what a able woman looks like, except that she looks rather like a man”. The absoluteness of advanced is that not all of us are Dr Merkel or ap to advanced time deepening our choir like Ms Holmes. Indeed, I (and Prof. Beard) would altercate we shouldn’t be. The band-aid isn’t acquiescence — it’s alteration the arrangement itself.

That’s easier said than done however, abnormally back we get to the actuality of the matter, namely on what base does career progression happen. As the organisational

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