1. 1 What can companies do for the professional advancement of women in the social and health sector in Germany? Dr. des. Esther Ochoa Fernández Researcher Hochschule Niederrhein – University of Applied Sciences Institute SO.CON

2. 2 Introduction  The majority of the employees working in the social and health sector in Germany are women  Women in leading positions are a minority  Analysis of the factors influencing the career motivation and the probability to get a leading position  Research project: “Women, Career, Development”  Financing: ESF and Federal Ministry of Education and Research

3. 3  Human resources and organizational development  Support for the reconciliation of work and family life  Further education and training  Other measures concerning human resources (e.g. coaching)  Social networks  Gender roles, leadership roles and the professions in the social and health sector  Education, family status, number and age of children  Social and immigration background Analysed topics

4. 4 Data The data were collected between October and January 2011 in twelve different enterprises with 13.373 employees in total.  10.327 women, 8% are in leading positions  3.046 men, 22% are in leading positions 6.497 female workers received questionnaires Sample size: 1.052 respondents (16,2%) All respondents are women: in leading positions (23,7%) and in not leading positions (76,3 %) Three different levels of management: lower (47,8 %), middle (33,9%) and top management (18,4 %)

5. 5 Results of empirical analysis

6. 6 Linear regression model: Motivation (unstandardized coefficients B) age of respondent-0.078*** married-0.170 civil partnership0.328 youngest child aged (0 - 2)-0.817+ youngest child aged (3 - 5)-0.234 Number of children0.268* Fathers education ( at least a degree of universitiy of applied sciences )0.716* Mother: economically active0.391+ Immigration background1.748* Index of role-understanding-0.272* Index of work preferences: management1.289*** Work preferences: directly work with clients/patients-0.160* Work preferences: reconciliation of family and work-0.239* Reconciliation of work and family life after the next career step0.260*** Seniority-0.004** (constant)7.078 N=523; R² =0.372; Korrigiertes R² = 0.344 + p<0.10; * p<0.05; ** p<0.01; *** p<0.001

7. 7 Logistic regression model: Probability (unstandardized coefficients B) Role models for female professional careers (male)1.145+ Role models for female professional careers (female)-0.527 Role models for female professional careers (both)0.183 missing3.478* Management and business administration0.505*** Personal development (moderation, communication, self management)-0.183+ taking over projects and additional tasks0.292* metting colleagues after working hours-0.329* Inner-organizational consulting on personal development-1.420*** Coaching1.086* Lower managment2.731*** Full-time work0.046* Permanent employment1.219+ constant-6.697*** N = 449; Pseudo R² = 0.371; + p<0.10; * p<0.05; ** p<0.01; *** p<0.001

8. 8 Summary Career Motivation Negative influence of traditional role models Positive influence of the reconciliation of working and family life Typical skills and jobs of social workers (work with clients) have a negativ influence on the career motivation Management skills are important for the career motivation Caarer Probability Male culture in the management levels: male role models, coaching, consulting on personal development Management qualifications and experiences bring women into leading positions Networking Negative influence of part-time work and temporary employment

9. 9 What can companies do for the professional advancement of women? Organisations should rethink their concepts about persons in leading positions:  Consulting on personal development decreases the career probability New organisation of work for persons in leading positions: women want to reconcile private and professional life Good-Practices:  Further education in management: it is the challange of the organization to consider women for it  taking over projects and additional tasks  Coaching  Networking

10. 10 Dr. des. Esther Ochoa Fernández Researcher Hochschule Niederrhein – University of Applied Sciences Institute SO.CON