Top women deterred by boardroom culture

Organisations must change tactics in the boardroom if they are to attract high-performing women and compete in the íwar for talentí, according to Women in the boardroom, A birdís eye view, a new report from the Chartered Institute of Personnel and Development. (CIPD).

The report finds organisations are driving talent away, with many women, who have the capability to reach the top, choosing to build a business of their own. These women make successes of their own business, highlighting the talent that boardrooms are missing.

A new set of male-dominated rules and norms come with being at the top, and these can limit women entering the boardroom, make them feel isolated or drive them to leave. One interviewee, from the report, said, I see the trappings of higher status, more money or a bigger car as geared towards a male perspective of success.

Dianah Worman, CIPD Diversity Adviser says, Whilst work practices have drastically changed over the years, some board members appear to be stuck in the nineteenth century. They must change their image, of an old boysí club, and start representing the present workforce.

Organisations need to address these problems and look for ways to make the boardroom culture more diverse and appealing to all high-performers, including women. Flexibility, environment and culture are equally as, or more, important than money in attracting and retaining employees.

The study looks at three types of career women and the factors affecting whether or not they decide to enter the boardroom:

*Corporate High-Flyers - those who have stayed within the corporate life and have achieved senior roles.

These women fall into two categories; those who are engaged by, and work towards, ímaking a differenceí in their organisation and those who are dissatisfied with the overall ídealí that top jobs offer them.

*Soloists and Pioneers - those who have struck out alone, either working on their own, or setting up businesses on their own terms.

These women tend to work at least as long hours and as hard as in corporate life, but they feel that the way they manage their work-life balance brings them greater satisfaction than if theyíd stayed on and pursued a board-level career.

*Submarines - talented women who have chosen not to work towards traditional career advancement, but have put their energy into other areas.

These women put other priorities ahead of work, as work is not engaging or rewarding enough to compete with other elements in their lives.