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Women hit 'concrete ceiling' in politics, media and law
Amar Singh, Evening Standard04.09.08
The number of women securing top jobs in sectors such as politics, media and law has fallen for the first time in five years, the equality watchdog warned today.
The glass ceiling faced by women in the workplace is more like a "reinforced concrete barrier", the Equality and Human Rights Commission declared.
Following a surge in women reaching positions of power in the Nineties, progress has slowed to a "snail's pace". The report, Sex And Power, analysed 25 job categories - and found that in 12, there were now fewer women in senior positions than a year ago.
It said there were fewer women MPs, Cabinet members, national newspaper editors, senior police officers, judges, NHS executives, trade union leaders and heads of professional bodies. The report says: "To say that things are changing for women at the top at a snail's pace seems about right."
Women's representation increased in just eight areas, including the House of Lords, council leaders, university vicechancellors, top civil service managers and company directors. In six of those the gains amount to just one per cent.
The number of female media chiefs, MEPs, directors of major museums and galleries, chairs of national arts companies and holders of senior ranks in the Armed Forces had remained the same.
Nicola Brewer, chief executive of the EHRC, said: "Workplaces forged in an era of stay-at-home mums are putting too many barriers in [women's] way. We always speak of a glass ceiling. These figures reveal that in some cases it appears to be made of reinforced concrete." GMB union officer Kamaljeet Jandu said there are three reasons for the results. "First, women's issues are seen as political correctness and therefore employers develop a blind spot to the wealth of talent women bring to any workplace. Second, many workplaces in Britain are still dominated by old boys' networks. Third, there is a need to introduce greater flexible working initiatives, supported by legislation."
Reader views (3)
One day, they should start taking womens' choices into consideration. Because women are (a) physically different to men, with the ability to give birth and thus bond with children in a way that men can't; and (b) physchologically different, which is demonstrably a function of different levels of hormones buzzing around. A minority of women with a lot of testosterone wanting to boss people around does not mean that most women want to be captains of industry.
How can there be a barrier if the applicants don't exist? And don't get me started on the issue of positive discrimination.
- Chris, London
As an employer I know how frustrating it is to have to choose between two potential employees, male and female, knowing full well the female will most likely choose to get pregnant and will be less competitive than the male. When will women stop playing the victim card and take responsibility for there own shortcomings?
- Billy, UK
Assessment Centres may be a cause of this. Generally Women tend to communicate and manage in a very different manner to men. Assessment centres can support 'Billy Bluffers' and encourage the promotion of staff who can act and dare I say even lack integrity. Whilst management may involve a form of acting in certain situations, examining management skills with actors and holding group discussions where women are in the minority does nothing to facilitate promotion of women. My personal view is that interviewing staff and requesting evidence of experience, with a demonstration of presentational skills is a much more fair and evenly balanced way of promoting the right people into high level posts, without having to worry what sex they happen to be.
- Helen, UK
