Barriers to women in senior leadership: how unconscious bias is holding back Australia’s economy

Evans, Kathryn; Maley, Jane

doi:10.1111/1744-7941.12262

Cited by 27 publications

(30 citation statements)

References 31 publications

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“…This is essential for tackling unconscious biases and driving long-term cultural change at an organisation and sector level. 31 Despite the individual and organisational level benefits discussed previously, broader issues must also be acknowledged as opposed to 'fixing women'. The many systemic and cultural drivers of gender inequalities that exist within academic research settings and beyond have been well documented.…”

Section: Discussionmentioning

confidence: 99%

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Do mentoring programmes influence women’s careers in the health and medical research sector? A mixed-methods evaluation of Australia’s Franklin Women Mentoring Programme

et al. 2021

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ObjectivesIt is known that women are under-represented in senior positions within the health and medical research sector. The Franklin Women Mentoring Programme (Programme) is a professionally facilitated, cross-organisational initiative designed to support career development for mid-career women. The objective of this study was to evaluate Programme outcomes reported by participants 12 months following its formal conclusion.DesignExplanatory sequential mixed-methods study design using a cross-sectional survey and semi-structured interviews.SettingHealth and medical research institutes in Sydney, Australia.ParticipantsHealth and medical researchers from the 2018 Programme.Primary and secondary outcome measuresChanges in knowledge, skills, behaviours and research metrics directly attributed to Programme participation.ResultsA total of 50 mentors and mentees participated in the cross-sectional survey (68% of the total cohort) and 14 mentors and mentees participated in the interviews. All reported changes to their knowledge, skills, behaviours and research metrics which were directly attributed to participation in the Programme. This included changes in knowledge and skills to be more inclusive (96% mentees, 83% mentors), resilience (88% mentees, 67% mentors), ability to have difficult workplace conversations (88% mentees, 71% mentors) and improvements in supervisory and team management (82% mentees, 75% mentors) skills. Positive impacts on promotions and grant opportunities were also reported. All evaluation participants believed this Programme was a worthwhile initiative for their workplaces to invest in.ConclusionParticipation in this cross-organisational, professionally facilitated, structured mentoring programme has led to positive outcomes for mentees, as well as mentors. Reported outcomes indicate the Programme is meeting its aims to support the career development of mid-career women in health and medical research, while facilitating a more inclusive workforce.

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Section: Discussionmentioning

confidence: 99%

“…This is essential for tackling unconscious biases and driving long-term cultural change at an organisation and sector level. 31 …”

Section: Discussionmentioning

confidence: 99%

Do mentoring programmes influence women’s careers in the health and medical research sector? A mixed-methods evaluation of Australia’s Franklin Women Mentoring Programme

et al. 2021

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“…Women face many structural and cultural barriers while reaching for the top positions in organisations. They face gender discrimination from their male peers (Evans & Maley, 2020). The study also reveals that maintaining work–life balance prevents women from acquiring leading roles.…”

Section: Discussionmentioning

confidence: 99%

Aspects of Women’s Leadership in the Organisation: Systematic Literature Review

Kulkarni

Mishra

2021

South Asian Journal of Human Resources Management

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In most organisations, women are underrepresented in top positions. Many aspects of Women’s Leadership are studied in the literature for underrepresentation of women leaders. This study aims to analyse and consolidate the insights about those aspects of Women’s Leadership, which gives them a stable and secure position in the organisation, beyond the unseen walls of gender discrimination. These aspects are barriers, enablers, strengths and weaknesses of Women’s Leadership. The research method used for the study is a systematic literature review method. Peer-reviewed, scholarly journal articles and book references between 1990 and 2021 identified from the Scopus and Web of Sciences databases are considered for the study. The result showed much uniformity in the ‘Women’s Leadership’ phenomenon, globally. This research found that Women’s Leadership studies are mostly conducted in areas such as social sciences, business and management, medicine, education, etc. It also found that most women-leadership-related studies are conducted in developed countries where the percentage of women leaders is comparatively higher than in other industries. Still, women leaders in both developed and developing countries face similar barriers during their careers. The gender gap and the glass ceiling they have to break are some of the issues experienced by women in any organisation. Organisational bias, lack of assertiveness and poor networking also pose barriers to Women’s Leadership. Yet, there are some enablers for Women’s Leadership, such as mentoring, good training programmes and workplace culture. However, maintaining a work–life balance, working under pressure and excluding informal communication are considered as limitations for Women’s Leadership. Strengths, such as high emotional intelligence, empathy, democratic leadership style, sincerity and ability to make decisions under critical circumstances benefit the organisation. This study will help to get an integrated and consolidated theoretical review of different aspects of Women’s Leadership in the organisation. Moreover, the study can help to implement various organisational policies to increase the percentage of women in leadership roles.

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“…It is thought that single women are regarded to be more likely to get promoted than married women [16]. And due to gender bias, the number of female representatives in top management is far less than that of men [17,18,19], and it is more difficult for women to achieve high performance and promote to senior management than men. Thus, traditional human resource performance management methods are susceptible to individual subjective influence.…”

Section: Positive Impactsmentioning

confidence: 99%

Analysis of the Impact of Technological Advances Such as Big Data and AI on Gender Equity of People Management in Organisations

Zhang¹

2022

BCPBM

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With the advent of Industry 4.0, the development of intelligent technology solutions (ITS) such as big data and artificial intelligence (AI) has brought some changes to organisational people management. To further understand the impact of the development of ITS on gender equity in organisational people management, this paper analyses the positive and negative aspects of organisational people management equity in the context of rapid technological development from the perspective of women in three dimensions of human resource management: recruitment, performance management and compensation management, and proposes corresponding solutions to these impacts to provide some reference ideas for ensuring gender equity in organisational people management.

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Barriers to women in senior leadership: how unconscious bias is holding back Australia’s economy

Cited by 27 publications

References 31 publications

Do mentoring programmes influence women’s careers in the health and medical research sector? A mixed-methods evaluation of Australia’s Franklin Women Mentoring Programme

Do mentoring programmes influence women’s careers in the health and medical research sector? A mixed-methods evaluation of Australia’s Franklin Women Mentoring Programme

Aspects of Women’s Leadership in the Organisation: Systematic Literature Review

Analysis of the Impact of Technological Advances Such as Big Data and AI on Gender Equity of People Management in Organisations

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