Thoughts from top women in Wales on increasing representation in leadership & decision-making

This week, I joined colleagues from across the Civil Service and Local Government in Wales to mark International Women’s Day at the Senedd (Welsh Parliament). An impressive line-up of leading ladies shared their own career journey and experiences to inspire others to follow in their footsteps.

Just a few days earlier, the Assembly Research Service published figures on gender equality. These figures show that slightly fewer women than men are economically active (72.4% compared with 83%) and a higher proportion work part-time (41.3% compared with 12.7%). Of those sectors prioritised for investment by the Welsh Government within their economic strategy, women account for just 32.7% of the workforce.

When we look at our public service leaders, we can see that despite accounting for 72% of Local Government staff,only 18% of Local Authority Chief Executives are female. Of our elected representatives, less than one-third of councillors are female and whilst women account for nearly half of our Assembly Members (41.7%), this has slipped from an admirable 52% during 2005 – 2007.

The Deputy Presiding Officer, Ann Jones AM, welcomed delegates and reminded us that the Welsh Assembly has a history of leading the way on gender equality. Despite this, she noted that everything that we have achieved as women has been achieved because we have been willing to stand together and fight for women’s causes.

The figures above show that there is still a great deal of work to do if we are to achieve gender equality in Wales.

A number of prominent women addressed the audience from the HR Director of DVLA to the Chief Executive of the National Assembly for Wales. Here are some of the things suggested throughout the event that would help to increase the number of women at the top:

1. Appoint a gender champion – change comes from the top and someone needs to take the lead to ensure gender is on the agenda in your organisation. Consider finding someone senior to take on the role of gender champion to push for fair representation of women.

2. Develop a positive intervention – sometimes the pace of change is too slow and we need positive interventions to accelerate progress. In particular, organisations in receipt of public money should be leading the way.

3. Create an inclusive environment – typically, women have a different style and the workplace should encourage everyone to contribute to the best of their ability and in their own way.

4. Pay attention to language – language shapes the world around you. If you are using ‘Chairman’, ‘guys’ (to mean everyone), or ‘he’ (to refer to a person male or female), then just stop. Right now.

5. Job advertisements and interview questions – evidently, boys associate more with verbs and girls with adjectives. Jargon and any language of power possibly put women off so consider getting a specialist to ‘gender lens’ your recruitment processes to make sure you aren’t unintentionally excluding women in this way.

6. Role models – you can’t be what you can’t see. Women need access to inspirational role models who are visible to encourage women to follow in their footsteps. And I don’t mean those women who conform to masculine norms and/or pull the ladder up behind them but those who have managed to succeed whilst staying true to their own identity and maintaining their integrity.

7. Challenge – if we don’t challenge when we see actions or hear views that disadvantage women or reinforce stereotypes then change will be slow to happen. If you think something is wrong or unhelpful then say so. This will help to raise awareness and hopefully lead to better decisions.
Think I’ve missed something? Share your thoughts in the comments below.

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March 12, 2017 0

How Donald is trumping Hillary in the ultimate leadership race

As I sit in the airport lounge waiting to head home from the US, there is yet more analysis of Clinton and Trump being broadcast ahead of the final presidential debate which takes place tonight. The election is a hot topic which has been evident everywhere we have visited on our trip and a regular topic of conversation as we’ve travelled around Massachusetts.
In terms of the analysis, I have been most interested in the discussion around non-verbal communication and what that means for the leadership contest. How these candidates present themselves is probably even more important than the policy positions they are trying to promote. Conversely, women are even more likely to be subject to analysis on these terms, judged not only on what they say but also what they wear and how they come across.

So what can we say about Clinton and Trump from their performance within these debates?

Watching the third and final debate, what struck me first was the way they try to convey power and authority. As I watched them both at their lecterns, it brought to mind a TED talk I saw a while back by Amy Cuddy which explains how the power pose can increase testosterone. What I’ve noticed since then is that men tend to naturally take a bigger position when they speak. They might put their hands on their hips or elbow on the chair next to them so they take up more space. On the other hand, women quite often remain quite small with their hands on their lap and their legs crossed.

Watching the debates, I noticed exactly this. Trump is already much bigger that Clinton and he builds on this by holding on to either side of the lectern which communicates strength and power. Clinton has her arms in side the lectern and hands together. What I get from her stance is more of a feeling of grounding. She is already smaller and stands steady and confident as she tries to communicate that she is reliable and grounded.

Commentators in the US are saying that Clinton isn’t doing well when it comes to authenticity. Watching her in action, I can see why this is that case. She comes across as a stateswoman – immaculately groomed and well polished with an air of constant calm and serenity. This is next to Trump with his crazy hair and ridiculous facial expressions which makes her look like she is wearing a mask to hide what she truly feels.

She may look presidential but this doesn’t appeal to many voters who have had enough of politicians who they believe tell lies and waste public money. Trump on the other hand isn’t afraid to make outrageous statements and even though he may not always have his facts straight, he shares his views with such passion and conviction, he gets away with it because people are currently seeming to prefer candidates who have no care for political correctness rather than those who toe the line.

From the rise of UKIP in Britain, the shock EU referendum result and now the very real possibility that Trump could become the next President of the United States, it is very clear that people want something different. Fed up with the political establishment telling them what to do and making decisions they don’t agree with, voters are starting to take a stand.

What the outcome will be of this next election, no-one can be quite sure but we do know that the world will be watching on November 8th to see what happens next.

3minuteleadership.org

You might also be interested in: Authenticity and believing what you say

October 24, 2016 3

But women have babies don’t they?

Last week, the Labour party announced a mentoring scheme for women in the name of Jo Cox MP which aims to support over 600 women leaders who will be able to make a strong contribution to public life.

The announcement made me think about the wide range of programmes in place and to wonder why we have seen a raft of women’s development schemes and still have a significant under-representation of women in leadership roles, even in sectors where women dominate.

Now, I am in favour of this and similar programmes as I know from personal experience that they are extremely valuable in developing self-confidence which women often seem to lack and is vital for putting yourself forward for opportunities and making your voice heard.

For women to be able to discuss the challenges is absolutely necessary in tackling this issue as they realise they are not alone and are able to learn from the experiences of others. Prominent women have begun sharing their own lessons and this can be invaluable. For example, ever since I read Sheryl Sandberg’s ‘Lean In’, I make sure I sit at the table, not at the periphery, and believe that my view is as valid as any other.

When you notice something that makes a difference, it’s important to pass on the message and encourage other women to do the same. For too long, women who have made it to the top have pulled the ladder up behind them and those of us climbing the ladder today have a duty to look back and help others to follow.

My belief is that whilst investment into development initiatives is to be welcomed, there are further commitments organisations can make if the really want to make an impact.

An article on women in British politics declares that ‘women aren’t the problem, the parties are’ and I have to agree that there is an entrenched gender bias which holds women back. It’s true in other organisations too.

Over the last seven years, I have been supporting organisations with gender equality initiatives, talking to a wide range of different groups about the barriers for women. You would be amazed by some of the comments I have heard along the way. A common assumption has been ‘but women have babies don’t they?’ and the most recent justification for women not getting involved in committees was ‘they don’t like driving at night’ (I was pretty stunned too).

It’s positive that I am starting to hear of individuals who commit to ensuring gender balance on recruitment panels or refusing to speak at events if there are no women on the programme. Women and indeed male supporters of our plight need to start refusing to participate unless there is gender balance in order to highlight the issue and show that it is important.

We also need to create an environment that women want to be part of. It was a few years ago that I was watching a debate in the House of Commons which was actually about the under-representation of women in parliament. The debate was playing in the office and a colleague said to me ‘what are you watching? The football?’ because she could hear jeering and cheering in the usual Westminster/football stadium style.

It isn’t enough to state an aspiration to support women and provide another leadership programme. We need to develop cultures which allow women to participate and succeed on their own terms.

We need to see a true commitment to breaking down the barriers for women and ensure change happens at a rate that will make a difference.

3minuteleadership.org

October 4, 2016 0