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

2.  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

3.  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 2015.  WoB Report: Consultation findings and recommendations  Consultation identified barriers:  Lack of female career role model

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

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

6.  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.

7.  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

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

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

10.  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

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

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

13. 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?

14. British Labour Force Survey data 2012-2013 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

15.  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.

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

19.  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

21.  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

22.  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

23.  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

24.  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

25.  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 Email: lc388@kent.ac.uk