CEOs as agents of change and continuity

Abstract

PurposeChief executive officers (CEOs) are increasingly seen as change agents for gender equality, which means that CEOs have to lead others to achieve gender equality. Much of this leadership is going to happen through talk, which raises the question as to how CEOs talk about gender equality to act as change agents. The purpose of this paper is to understand the arguments of CEOs deploy.Design/methodology/approachDrawing on interviews with global CEOs, who have publicly supported gender equality work, the article draws on discourse analysis to understand the arguments of CEOs deploy.FindingsThe analysis shows that CEOs deploy three arguments. First, CEOs argue that women bring special skills to the workplace, which contributes to a female advantage. Second, CEOs argue that the best person for the job is hired. Third, CEOs talk about how biases and privilege permeate the workplace. The analysis shows that CEOs are often invested in essentialised views of gender while holding onto ideals of meritocracy.Originality/valueThe article suggests that how leaders talk about gender equality leads to continuity, rather than change in regard to gender equality.

Men as middle managers doing and undoing gender in organizations

“…Since gender equality is regularly positioned as a strategic priority for senior leadership, middle managers are often expected to translate this strategic imperative into practice (Colley et al, 2021; Williamson et al, 2020). Men as managers have been seen as central for gender equality (Kelan & Wratil, 2021; Mattis, 2001; Metz, 2016; Morrison, 1992; Prime & Moss‐Racusin, 2009; Wahl, 2014). This is partly due to the fact that men account for 70% of middle manager positions (International Labour Organization, 2015).…”

“…Men are increasingly seen as change agents for gender equality by practice (Davis, 2014; Esquire, 2016; Harrison, 2015; Male Champions of Change, 2017; United Nations, 2016) and research (de Vries, 2015; Hekman et al, 2017; Humbert et al, 2019; Kelan & Wratil, 2018; Kelan & Wratil, 2021; Metz, 2016; Wahl, 2014). Most of the extant research focuses on senior leaders, but research on middle managers is emerging (Cortis et al, 2021; Kelan, 2020; Lansu et al, 2020; Williamson et al, 2020).…”

Chief executive officers: agents of change for gender equality

“…The study concludes that ‘CEOs are using a discursive construction that is designed to encourage women but that does not threaten the status quo’ (Kelan and Wratil, 2021). While CEOs are attempting to promote changes in gender inequality the arguments they present lead to continuity.…”

“…The review is based on “CEOs as agents of change and continuity”, by Kelan and Wratil, (2021), published in Equality, Diversity and Inclusion. The purpose of this study is to examine the arguments that CEOs deploy in relation to gender equality.…”

“…A research paper by Kelan and Wratil (2021), examines the arguments that CEOs deploy in relation to gender equality. Data is gathered from telephone interviews carried out with CEOs from a range of industries and global locations who have publicly declared their support for gender equality.…”