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Attitudes Of Organizations And Managers

Attitudes Of Organizations And Managers

Attitudes of organizations and managers

At the top of organizations, the unwillingness to appoint women to the board is commonplace. The experience of one director who was not promoted to her board despite seven years on the Group Executive Committee is not unusual. Private sector organizations, in particular, are seen as traditionally conservative, with chairmen appointing fellow board members in their own image 'same background, same sex, same education, same professional training, same age. This lack of diversity, however, is now becoming subject to scrutiny and criticism, especially following publications such as the Cadbury Committee report which recommends the widespread use of non-executive, or independent, directors on boards. Growing numbers of experienced, professional women are proving valuable additions to boards across a wide range of business, activities.

Yet it is not just the male managers who prove obstructive. Those women who, in the past, felt they could progress within their organizations only by becoming 'honorary men' affected other women in two ways. First; as many of them adopted the �I reached this position through my own efforts. Why should I help you?attitude, they positively impeded their junior colleagues' progress. Second, this approach deterred many other women from moving forward as it was not seen as an acceptable way of behaving. The role model presented by these power-dressing, aggressive female managers was not perceived as a positive one and other women did not, therefore, feel inclined to apply for more senior jobs.


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