An interpretive exploration of under-representation of women executive directors in UK FTSE-100 companies
type: CreativeWork
description: The subject of workplace gender diversity has become very topical over the last decade. A capitalist view advocates the positive impact of gender diversity on business performance; a feminist view promotes the moral argument; the utilitarian view perceives gender equality as critical to the sustainable development of society, while the humanist view recognises the ‘shared-value’ of all the contributing arguments. Whether viewed individually or as inter-dependent, all these arguments build a strong case in support of gender diversity in the workplace. Despite this, women’s representation in the UK corporate world is not at the level where the society would like to see it today. A disproportionate number of initiatives and prior research studies have focused on tackling the issue of women’s under-representation at non-executive director level, with the executive and other senior leadership levels below the board largely ignored. This study focuses on filling this gap by exploring women’s under-representation specifically at executive directorship level. Through a qualitative study I explore career journeys of 13 top executives, representing nine industries and eight corporate functions drawn from the UK FTSE-100 businesses, with the aim of finding possible clarifications to the primary research question of this study: what are the perceived explanations of women’s under-representation at the executive directorship level of the FTSE-100 companies in the UK? This research study evaluates explanations for women’s under-representation presented by existing academic research, including: concept of merit, lack of women mentors and female role models, gendered organisations, roles and leadership, preference theory, and some elements of the glass ceiling concept. Contrasting these theoretical explanations with the findings gathered through 13 in-depth interviews, this research study generates eight primary conclusions. Economic benefits of workplace gender diversity speak lou…
abstract: The subject of workplace gender diversity has become very topical over the last decade. A capitalist view advocates the positive impact of gender diversity on business performance; a feminist view promotes the moral argument; the utilitarian view perceives gender equality as critical to the sustainable development of society, while the humanist view recognises the ‘shared-value’ of all the contributing arguments. Whether viewed individually or as inter-dependent, all these arguments build a strong case in support of gender diversity in the workplace. Despite this, women’s representation in the UK corporate world is not at the level where the society would like to see it today. A disproportionate number of initiatives and prior research studies have focused on tackling the issue of women’s under-representation at non-executive director level, with the executive and other senior leadership levels below the board largely ignored. This study focuses on filling this gap by exploring women’s under-representation specifically at executive directorship level. Through a qualitative study I explore career journeys of 13 top executives, representing nine industries and eight corporate functions drawn from the UK FTSE-100 businesses, with the aim of finding possible clarifications to the primary research question of this study: what are the perceived explanations of women’s under-representation at the executive directorship level of the FTSE-100 companies in the UK? This research study evaluates explanations for women’s under-representation presented by existing academic research, including: concept of merit, lack of women mentors and female role models, gendered organisations, roles and leadership, preference theory, and some elements of the glass ceiling concept. Contrasting these theoretical explanations with the findings gathered through 13 in-depth interviews, this research study generates eight primary conclusions. Economic benefits of workplace gender diversity speak lou…
author: Penchukova, Ksenia
language: en
date published: 2020
date modified: 2026-07-24T03:42:54Z
provider: Oxford Brookes University
publisher: Networked Digital Library of Theses and Dissertations
type: WebPage
source organization: Oxford Brookes University

PropertyValue
property ID: DOI
value: 10.24384/hkdg-gf73