An interpretive exploration of under-representation of women executive directors in UK FTSE-100 companies

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 louder than the less tangible arguments on ethics and sustainability. Voluntary targets are preferred over mandatory quotas. Advocates are needed more than role models. While women are typecast as caregivers, men are equally stereotyped as breadwinners and providers. Childbearing is inevitable, but childcare support is inadequate. Today’s ‘motherhood and career’ is a brave commitment to pay the price for both. Effective modern leaders exhibit gender-neutral qualities. Successful women are not passively meritocratic: they don’t wait, they take action. While the findings of this study do not represent the opinions of all the men and women, the views expressed by the participants of this research is a candid and meaningful testimony, which forms basis for this study’s contribution to theory, knowledge and practice, and inspires new ideas, some of which are translated into recommendations for further academic research.

Grantor dc:publisher

Oxford Brookes University

Year dc:date

2020

Author dc:creator

• Penchukova, Ksenia

Contributors dc:contributor

• Grisoni, Louise

Statement dc:rights

• All rights reserved

Language dc:language

en

DOI dc:identifier

https://doi.org/10.24384/hkdg-gf73

OAI identifier oai:identifier

tle:5441c323-b39b-4acc-938f-9956a4ac8646:d6bd9758-527a-46cd-bfe2-c433766e8fca:1