Following the Lord Davies’ report in 2011, this subject is now receiving widespread attention and it was good to see this on-going debate being highlighted again in the recent BBC programme ‘Women at the Top’.
The programme looked at why there is a lack of women in senior management and in UK boardrooms, but also refreshingly at the important benefits of balancing gender to create successful businesses and competitive, commercial teams.
Research suggests a significant link between boardroom diversity and improved company performance. So surely increasing the presence of women in boardrooms is incentive enough to grow UK businesses? In Lord Davies’ report in 2011, the gender gap was found to be so wide that it recommended the number of women on FTSE100 boards needed to double from 12% to 25% by 2015. One year on, the percentage has increased to 15%, but there’s still some way to go.
Like many women, I agree the idea of using artificial quotas does not seem the ideal solution for the UK. As headhunters always looking for the best talent for the job, I realise we have a role to play in casting the net widely in the search for talented women. However, this imbalance cannot be instantly ‘magically’ remedied and a lot more could be done to ensure a ‘pipeline’ of talented female talent below board level for the future. In a climate of specific skill shortages, it would seem one obvious way to increase our UK pool of skilled management talent for the future and expand our businesses.
So why does this inequality exist? Has it simply been the status quo for so long? Some people don’t even realise there is an issue, if the subject has never affected them. But perhaps herein lays the problem, our perspectives need to change from grass-roots level?
Read more about this here www.rmg-uk.com/using-female-skill-talent
Anita Caldwell is a Senior Search Consultant, at RMG
Specialises in the Chemical industry and finds management and executive skill-talent for clients across the UK.
