Gender Issues In The Profession

Global Trends, Glass Ceilings And Future Work Patterns

IILACE 10th Anniversary Conference

October 2-5, 2008Presenter: Dr Christina Swart-Opperman

Managing Director: CO Holdings cc and KnowledgeWorkx (Namibia)

Objectives

• Overview of International Situation• Challenges Women Experience• Possible Solution

Introduction

Canadian feminist, Charlotte Whitton, once said “Whatever women do, they must do twice as well as men to be thought half as good. Fortunately, this is not difficult.”

(Management Today, 2008)

Why Are Women So Visible?

Adapted from: MeaStudio / Senoeni© EuropeanPWN 2008

Hey! A New Board

Member?

Hey? A Woman!

Hey! A Woman!

Attributes of Successful Leadership

1. Basic Intelligence2. Moral Intelligence3. Spiritual Intelligence4. Emotional Intelligence5. Humility6. Integrity7. Hardiness8. Discipline

(Tony Manning: Management Today: July 2008)

9. Inter-Cultural Intelligence(KnowledgeWorkx)

Overview of International Situation

Findings, Facts, Statistics

A European Professional Women’s Network Board Women Monitor 2008

(Third Bi-annual EuropeanPWN Board Women Monitor 2008)

A.1 Overall progress remains glacially slow. (Top 300 European companies now have 9.7% of women on their boards, up from 8.5% in 2006 and 8% in 2004.)

(Of total of 5 146 board seats, women occupy 501.) (Average board: 15.1 members -1.5 women.)

Findings, Facts, Statistics continued

A.2 International diversity is growing faster than gender diversity.

A.3 Norway by far Europe’s champion

(http://www.europeanpwn.net/index.phparticle)

B Spencer, Stuart Board Index 2007

B.1 Significant changes in board composition of the Fortune 500 Boards compared to 2002 (16% women directors against 12% in 2002.)

(http://www.europeanpwn.net/index.phparticle)

Findings, Facts, Statistics continued

C Gender Matters: McKinsey Report

C.1 Companies with women in top management outperform those without.

(http://www.europeanpwn.net/index.phparticle)

D Movers and Shakers: The Brains and Bravado behind Business (2003) Bloomsbury Reference Book) Lists 256 “business giants” of whom only 3 women: Estée Lauder, Anita Roddick and Oprah Winfrey.

Shere Hite Report: Statistics (2000)

• How would you feel if your corporation had an all-women board of directors?(both sexes) 13% startled 16% pleased 38% worried

• 18% I would not like to work for such a corporation

• 15% I would like to work for such a corporation

Shere Hite Report: Statistics (2000) continued

• Do women in middle management believe they can progress to become a member of the board of directors, an executive or CEO?(women only) 41% Yes – it’s a question of working

harder than the men around. 22% No – top of company all male. 37% I don’t want to progress

upwards in the corporation.

Shere Hite Report: Statistics (2000) continued

• Do women bosses treat women employees differently from male employees?

Men: 91% Yes9% No

Women: 94% Yes6% No

Shere Hite Report: Statistics (2000) continued

• How is it going between male and female colleagues? Is there real equality? Men: 26% We treat women at

workequally.23% We treat women at

workequally, but they probablydo not get paid what we do.61% I have to admit that thewomen are just not seriouslyconsidered or included.

Shere Hite Report: Statistics (2000) continued

• How is it going between male and female colleagues? Is there real equality? Women: 15% Feel treated

equally.22% Feel treated

equally, but notpaid equally.

63% Feel discriminated against in

most ways.

Shere Hite Report: Statistics (2000) continued

• Have you ever been involved in a sexually harassing situation as the one being harassed:(women) 84% Yes, but never reported it. 16% No, this has not happened to

me.

Namibia: Legal Profession

1. Currently in Namibia:

50 candidate legal practitioners: 25 whom are females.

2005:23 new legal practitioners were admitted, 12 whom are females.

2006:30 new legal practitioners were admitted, 16 whom are females.

2007:22 new legal practitioners were admitted,11 whom are females.

2008:24 new legal practitioners were admitted, 13 whom are females.

Namibia: Legal Profession continued

2. Namibia: two female judges (1 present; 1 past).

3. Three female Presidents: Law Society of Namibia

Challenges Women Experience In The Work Situation

• Organisational• Inter-Personal• Intra-Psychological Level

(Source: D Phil: Dr C Swart-Opperman)“Development of an AssertivenessProgramme for Women in ManagerialPositions.”

Organisational Level

• Culture (Self, Organisation)• Indirect discrimination• Stereotyping• Unfavourable Leadership Opportunities• Lower Pay

Inter-Cultural Differences

Inter-Personal Level

• Informal Network• Lack of Role Models and Mentors• Sexual Harassment• Leadership Behaviour• Woman to Woman

Inter-Cultural Differences

How Are Women Doing, Working With Other Women• Double standards for judging men and women.• Women often hold prejudices against women and

act on them.• Difficult to relate to women hierarchically.• Gender-based expectations of women as sweet,

helpful, friendly.• Fear of being woman – identified.• Women are seen as being rivals.• Secretaries often act like they prefer working for a

man.

Inter-Cultural Differences

Intra-Psychological Level

• Women’s Attitude about Advancement• Self-Confidence• Assertiveness

Inter-Cultural Differences

What Could Be Done To Change This Situation

• Organisational Level Policies based on women specific issues:

flexible working arrangements; maternity and paternity leave; sexual harassment; mentoring.

Role sensitization workshops. Formalised grievance procedures. Mentorship programmes and training. Inter-Cultural Intelligence training.

What Could Be Done To Change This Situation

continued

• Inter-Personal Level Relationships with other women. Networking with other women within your own

organisation and the importance of a mentor. Supporting each other; forming alliances /

effective networking. Awareness of own leadership behaviour. Strengths and challenges.

What Could Be Done To Change This Situation

continued

• Intra-Psychological Level Attitude towards self and other women. Overcoming internal performance barriers. Increasing self-confidence, self-regard and

assertive communication behaviour. Stressor identification and management. Work / Life Balance. Passion. Increasing your visibility.

Conclusion

“I am not a woman doctor;

I am a doctor who happens to be a woman.”

(Maria Montessori: 1890’s, Italian Educator.)

(Source: PF Drucker “Managing in the Next Society” 2002.)

Thank you for your attention.Thank you for your attention.