Eastern Arc Academic Research Consortium: Changing gender roles in work and family life workshop University of Kent, 31 March – 1 April, 2016

 WoB = Women on Boards Policy  FTSE 100 = top 100 orgs listed on London Stock Exchange  BIS = UK Government department for Business, Innovation & Skills  Pipeline = career progression to board level

 2011 Policy launched to increase gender equality on corporate boards  Women on FTSE 100 boards = 12.5%  Target: 25% women on boards in FTSE 100 companies by  WoB Report: Consultation findings and recommendations  Consultation identified barriers:  Lack of female career role model

 Project Aims:  Inspire women throughout the pipeline to board level via role model case studies

 Literature review  Identify target audience  Sample the role models  Interview role models  Write case studies  Dissemination/impact

 Individuals whose behaviours, personal styles and specific attributes are emulated by others (Shapiro, 1978)  Role models NOT mentors, sponsors or coaches Interaction with role models not required.

 Effects of role models in everyday life  Attitudes, values & behaviours  Effects of career role models  Career aspiration & choice  Professional identity  Learning & achievement  Motivation Role models affect many workplace outcomes

 Social learning theory (Bandura, 1961) Rewarded, same-sex role models.

 Three role model strategies (Gibson, 2004)  Wholesale  True-to-self  Selective / composite Present a range of role models

 Positive role modeling  How to behave = 70% of typical usage  Negative role modeling  How not to behave = 30% of typical usage Negative role modeling: What not to do

 Gender  Ethnicity  Business women  Organisational status  Parental status Female role models. Vary ethnicities. Range of seniority. Include parents.

 Deserving  Competent  Avoid expressing doubts  Relevant Deserving of their success. Competence. Avoid doubts. Are from relevant sectors.

Identify the role model audience: Board-ready to lower management women Match characteristics of role model audience the role model: Ethnicity, sector What are the ethnicities are the role model audience? What sectors do role model audience work in?

British Labour Force Survey data Table 1. Match between LFS data and role models Level of role model Board woman Board-ready woman Senior businesswoman Level of role model user Higher managerial Lower managerial

 Higher and lower management ethnicities:  White British  Asian and Asian British  Black and Black British  Higher management sectors  Professional, scientific and technical  Manufacturing  Finance and insurance.  Lower management sectors:  Wholesale and retail  Professional, scientific and technical  Finance and insurance.

 Board directors: Cranfield University’s Female FTSE Board Report,  Board-ready women and rising stars: Cranfield’s 100 women to watch list 2014  Attendees of BIS WoB Conference 2014.

 Range of ethnicities, organisational status and sectors  11 role models had undergrad degree (accountancy most popular)  9 role models had a postgrad degree MBA most popular (Stanford, Harvard, LSE)  All worked full time  9 were mothers

 Good leadership behaviour:  Appreciate everyone as an individual  Be a strong team player  Inspire and motivate others/team  Leadership behaviours to avoid:  Bullying (inc fear/blame)  Inflexibility

 What advice would you have given the younger you?  Speak up; give your opinion; explain what you want  Do a good job; recognise your strengths  Be yourself, authenticity  Don’t dwell on negatives or disappointments

 Opinions  Flexible working a necessity  Build trust before maternity leave  Maternity leave not career damaging  Advice  Good support  Well organised – work and home  Clear communication  Clear boundaries

 Personal experiences  Adjustment after maternity leave  Colleagues/managers perceptions’ of their career aspirations  Sacrifices  Applicable to both men and women  Choices, not sacrifices  Ensure you are comfortable with choices made

 March 2011 = 12.5%  Policy target = 25% by 2015  October 2015 = 26.1%  Thanks for listening  Any questions? Contact details: Libby Drury, University of Kent