A team of researchers including BehaviourWorks Australia Senior Reserach Fellow, Dr Bradley Jorgensen, recently explored the factors behind the startling fact that, when it comes to becoming CEO at a local government level, fewer than 10 per cent are women.
Taking data from senior managers in local government in South Australia, the research rules out the notion that this is through lack of ambition on the part of women candidates; rather it’s the result of structural issues around recruitment and the inherent bias towards men when it comes to selection.
What did we do?
A survey of 148 senior managers was conducted to investigate their beliefs and intentions when it comes to applying for promotion to executive level in local government.
While the men and women surveyed had similar belief structures, the ratio of male to female senior government roles is three to one nationally, despite these roles being carefully curated as gender neutral.
What’s going on?
While seeking promotion in any field seems a straightforward choice, a number of influences can impact these decisions. For example, attitudes, norms and feelings of self-efficacy inform intentions to apply for promotion and that’s core to what this study measured (and compared between groups of men and women senior managers).
Possible reasons for male-female differences could be beliefs such as the application process is not transparent, that the costs outweigh the benefits, that women feel they lack the right skills needed for the job and that their peers may not support the decision.
What did we find?
The researchers found that the motivations of men and women to apply for promotion to an executive level position did not differ significantly.
It’s clear women are not psychologically handicapped for leadership – they are as motivated, risk taking, persistent and competent as their male counterparts when it comes to management.
The difference is that women face a barrage of gendered assumptions and stereo-types about their fitness for leadership, which affect recruitment and promotion outcomes.