eve-olution research studies
eve-olution is constantly seeking to understand women's perceptions of barriers to their progress and why some choose to leave corporate life. Our last research study was completed in 2005 and you can download the presentation and the executive summary to look at this further. We are currently revisiting the research studies (originally conducted in 2003)to see what, if anything, has changed in the attitudes and behaviour encountered by women at work (sign up for our news bulletins if you want to receive the latest results when available). But the signs are there for all to see. Despite significant efforts over several years to recruit, develop and retain talented senior women, executive ranks are still dominated by men. In 2007, according to Cranfield research just 11% of all FTSE 100 companies had female directors - barely growing from 9.7% in 2004.
Many myths perpetuate about the exodus of women, not least that they are leaving to raise families or are not career motivated. Our research has shown that these reasons account for little when women think of leaving. The respondents are moving away from a culture which fails to acknowledge "difference", or interprets difference to mean inferior.
In search of the 'cultured' company
Hundreds of women in Director and Senior Management positions have taken part in our surveys. They tell us that they are looking for a 'cultured' company - one that has moved into a whole new way of operating by widening the range of acceptable leadership styles to incorporate female energy. Such a company is highly sophisticated in its training and development of staff, positively rewards effort and achievement and places a value on communication, team building and relationships.
The survey illustrates that women leaders are motivated by values, differences and corporate culture. Women want the debate to move away from family and childcare issues to the more challenging areas of stereotypes, perceptions and prejudices. At eve-olution we believe it is vital that companies recognise and acknowledge gender differences and encourage open discussion around the issues.
Becoming a 'cultured' company
In order to create combined male/female workforces that are mutually energised and produce exceptional results for the business overall, delegates must be able to link the need for change to quantifiable business results and companies need to recognise and act on these key findings:
- Gender differences in values, skills and behaviour are identified as a practical reality by the overwhelming majority of senior women.
- Gender differences, therefore, need to be recognised as probably the most fundamental component of all the diversity issues that an organisation faces.
- In respect of gender differences, the concept of 'diversity awareness training' needs to be actively transformed to one of becoming a truly 'cultured' organisation.
- The goal of the 'Cultured Organisation' must be to provide each gender with a deep understanding of gender differences and how best to put this knowledge into action on behalf of the business. This will allow staff to create environments in which each gender can thrive and achieve optimal performance.