WOMEN IN MANAGEMENT. The Power of Role Models.

May 2014 ACKNOWLEDGEMENTS

CMI and WiM are grateful to each of the speakers who contributed to a fascinating discussion on the power of role models. We’re also grateful to the teams at the Government Equalities Office and DCMS for their support, and to Citi for generously hosting the event and for providing insight into their own efforts to support women throughout their business. This paper has been prepared by Lysbeth Plas and Patrick Woodman at CMI. CONTENTS

Foreword 4 Ann Francke

Introduction 5

1. A lack of aspiration? 6

2. A lack of inspiration 8

3. What role models do we want? 10 The influence of line managers Management ‘celebrities’

4. Providing role models – start early 14 Inspiring girls – beyond the home Employer Case Study: Citi Women – a global effort to open the talent pipeline

5. Believe in yourself – be the change 17

Conclusions – inspiring change 19

Recommendations 20

Additional resources and further reading 21

Speaker biographies 23

3 FOREWORD ANN FRANCKE

“We need a role model revolution”

Women make up half of the world’s population, but they are nowhere near making up half of the leadership contributions. When it comes to management, women make up 60% of junior managers, but by the time you get to the top ranks this number barely makes it into the low double digits – and still fewer among our biggest businesses. Why?

Achieving change means overcoming cultural barriers which can be very subtle and hard to spot, but which as a result are no less damaging to women in limiting their progress. We still face some formidable barriers that prevent women from making it through the talent pipeline all the way to the top. One of the biggest is the absence of role models.

Good role models inspire us, give us new ideas and show us that things can be different. I think there are two types. There are the so-called idols whose names are writ large across the night sky. Then we have the accessible ones, who can teach us how to do things and instil a belief that we too can achieve great things. We need both. We need to dream big but we also need people that we can reach out and touch.

As this paper makes clear, we need more role models. The more role models there are available to inspire girls and women – especially at critical points when they’re making decisions about their education or their career – the more likely we are to see girls and women making decisions that offer them real opportunities, and going for the top jobs in the middle of their career rather than staying put. It’s time for a role model revolution.

This paper looks into how we can achieve this – and how every manager can support that change. What better challenge is there than the challenge of inspiring the next generation?

Ann Francke MBA CCMI CMgr FIC Chief Executive, CMI

4 INTRODUCTION

This is the latest in a series of papers The paper incorporates research from Event Speakers published by CMI and the Women in a survey of nearly 1,800 CMI and Management network (WiM) as part of WIM members carried out in February The event speakers featured in this our ongoing drive to promote gender 2014. The findings are combined with paper included: equality at work. highlights from a high-profile event held in partnership with the Government - Ann Francke – CEO of CMI In our previous paper, “Tackling Equalities Office, kindly hosted by - Dr Lorna Gibson – National Chair the Talent Pipeline”, we explored Citi at their offices in Canary Wharf, of WiM and CMI Trustee how managers can better support London, to coincide with International - Sue O’Brien OBE – CEO of Norman women in their career development Women’s Day at the start of March Broadbent and a member of the and progression to more senior 2014. Over 130 guests attended on the Women’s Business Council management roles. Among the issues night, listening to a group of inspiring - Jenny Willott MP – Minister it highlighted was the need to challenge speakers from a range of professional for Women and Equalities in the existing corporate cultures, which backgrounds. Department for Culture, Media & are often male-dominated and poorly Sport and Minister for Employment Relations and Consumer Affairs in the suited to the needs of a more diverse We hope their insights, ideas and Department for Business, Innovation 21st century workforce. advice will help more managers tap into and Skills the power of role models and inspire - James Bardrick – Citi Country This report homes in on that theme, more women to fulfil their potential. Officer for the UK and Vice Chairman looking specifically at how role models Corporate & Investment Banking, Citi can inspire the changes that are so - Helen Fraser – Chief Executive, urgently needed. As our evidence The Girls’ Day School Trust shows, fewer women aspire to reach - Dr Victoria Sanz-Moreno – Cancer senior management levels. Given the Research UK Career Development relative lack of women in senior roles, Fellow, King’s College who do more junior female managers - Professor Rebecca Taylor – Dean look to as role models? And how can of the Open University Business more diverse role models help lead School cultural change? - Dr Kim Winser OBE – Founder of Winser London, Chairman of Agent Provocateur and former CEO of Pringle and Aquascutum - Becky Barrow – Business Correspondent, The Daily Mail – Chair of the panel discussion

5 1. A LACK OF ASPIRATION?

WOMEN ARE MUCH The absence of women in senior But in order to improve the talent LESS LIKELY TO roles is not a new problem. Research pipeline, one of the problems that ASPIRE TO TOP JOBS has consistently shown that men still needs to be tackled is the lack of disproportionately outnumber women aspiration among many women. Our in senior management positions. As survey findings found that men are The Female FTSE Board Report 20141 almost twice as likely to aspire to by researchers at the Cranfield School becoming either CEO or Board Director of Management has shown, there within the next two years – with men has been some welcome progress: at every level of management seniority the proportion of women has risen to in their current roles more likely to set 20.7% of those on FTSE100 boards, their sights on the top. Similarly, when and now only two of the FTSE100’s asked to look ahead 10 years, just a companies have all-male boards (albeit quarter of women say they want to 38% this rises to 48 of the FTSE250). be in CEO or board-level positions, compared to almost half of men. 25% But as CMI’s Ann Francke has said, “the real issue we need to confront is So despite progress, much remains to the lack of women in the talent pipeline. be done. As Jenny Willott put it, “the Too many talented women opt out cultural change needed is happening before they fulfil their potential, because too slowly.” LOOKING 10 YEARS business culture puts them off.” Many AHEAD, JUST fall foul of what has been called the A QUARTER OF ‘glass obstacle course’, the varied WOMEN WANT TO barriers, both formal and informal, that BE IN BOARD-LEVEL make it difficult for talented women to POSITIONS progress their careers.

1 Vinnicombe S., Doldor E., Turner C., (2014) The Female FTSE Board Report 2014. See http://www.som.cranfield.ac.uk/som/ftse

6 CAREER ASPIRATIONS CAREER ASPIRATIONS FOR THE NEXT TWO YEARS FOR THE NEXT TEN YEARS

FEMALE MALE FEMALE MALE

30 25

28.1 25 26.6 20 19.6 18.4 20 17.4 15 14.8 13.7 13.6 15 13.2 12.1 11.7 11.9 10 10 9.9 9.3 7.7 7.7 7.1 7.4 5 5 5.8 4

0 0 CEO Board NED Senior Set up CEO Board NED Senior Set up Director manager/ business Director manager/ business partner partner

7 2. A LACK OF INSPIRATION

Some might wonder why we need to like seeing people doing it to make you worry about this lack of aspiration: feel that you can do it too.” perhaps women just don’t want the top jobs. Part of the answer to that is Our survey found that 81% of women that there’s a strong business case believe that having a role model helps for improving gender diversity. As raise aspirations, but 55% say there WiM Chair Lorna Gibson pointed out, aren’t enough role models to choose “diversity in organisations delivers from. This was echoed by Jenny results. Having more women in Willott MP, who said that “women face managerial positions not only benefits barriers in their careers at every stage, the bottom line, it also enhances the and we know that many walk away workplace culture through increased from their careers or simply stop trying employee engagement, stronger to progress because they can’t see ethical values and greater customer women succeeding higher up in their satisfaction.” organisation.” “There’s nothing As Jenny Willott put it, “if the economy like seeing people is to recover successfully actually we doing it to make need to maximise women’s potential in the economy much more effectively you feel that you than we are already. And we’re a long can do it too.” way from making the most of the skills of half of the population. Women Helen Fraser are far more likely to be in part-time work than men are. 42% of women in employment are working part time compared with only 12% of men. And women are much more likely to be working in low-paid jobs as well and they’re far less likely to be at the top of companies.” Lorna Gibson It’s also clear that plenty of women do aspire to reach the top – while many more might develop that aspiration if they could see more evidence to suggest that women have equal opportunities to succeed. Yet too few see women achieving such success. As Helen Fraser put it, “there’s nothing

8 “Role models encourage women to believe in their own abilities – from girls at school making decisions about their future, to young women starting their careers wondering how far they can get.”

Jenny Willott MP

There is also an argument that women often seem to have less self- confidence in the workplace than men 81% when it comes to applying for jobs or OF WOMEN BELIEVE HAVING promotions. As Rebecca Taylor put it: A ROLE MODEL HELPS RAISE “there is a real tendency for women to ASPIRATIONS say, actually, I don’t tick every box on the page so it’s probably not my time, BUT… I’m not ready.”

One barrier is persistent but outdated stereotyping. Although a lot has changed in terms of stereotypical 55% gender roles, a traditionally patriarchal SAY THERE ARE culture doesn’t become equal NOT ENOUGH FEMALE overnight. CMI research showed, for ROLE MODELS example, that some men still believe that their own gender produces better role models.

9 3. WHAT ROLE MODELS DO WE WANT?

“There are the so-called There are many examples of such What makes a role model? business celebrities; the likes of Alan Of course, it would be hard to find all idols whose names are writ Sugar, Richard Branson and Steve those inspirational characteristics in large across the night sky, Jobs. But our survey showed that role one single person – and the survey and then we have the models aren’t necessarily famous, showed that 86% of people prefer but real, approachable people that to get their inspiration from different accessible ones, that can can have a direct impact on people’s sources. Our event speakers reflected teach us how to do things individual professional journey. After on this thought, with Rebecca Taylor all, the most sought-after personal suggesting that women should and instil a belief that we characteristics in a role model, both “pick and choose”. She said it’s not too can achieve great things. for men and women, are integrity and necessarily about focusing on finding a People need both. They honesty. whole person to have as a role model, or that a role model needs to be need to dream big but they The ability to inspire is the key universally idolised. Instead, it can be also need somebody they achievement that people look for in a far more powerful to gather a network role model. Others are standing up for of people around you, each possessing can reach out and touch.” beliefs, building confidence in others, one or a few characteristics that you making a difference to society and admire. She described it as having Ann Francke having overcome great difficulties. a “toolkit” that can be used to “pick

THE MOST INSPIRING CHARACTERISTICS IN A ROLE MODEL

FEMALE MALE

67 67 60

40

33 29 26 25 20 21 21 20 19 20 17 15 16

0 Integrity Honesty Clarity of Wisdom Approachable Authenticity Strong thought ethics

10 and choose from in a way that really CHARACTERISTICS A ROLE MODEL SHOULD HAVE complements someone’s own style, level of comfort and the journey that they’re on”. 73 WOMEN MEN 71 Part of this process of identifying 60 and gathering possible role models 60 is to encourage women to take part in mentoring programmes, 51 either as a mentor or a mentee. 47 40 Such programmes are becoming 43 increasingly popular. Examples include 34 34 31 WiM’s own Horizons programme, 28 designed to provide support, guidance 20 and encouragement to members, based on the knowledge, life and experience of their fellow members, and CMI Achieve, a new mentoring 0 programme which over 600 people Inspires Stands up Builds Makes a Overcome have already signed up to, which others for beliefs confidence difference to great focuses specifically on improving society difficulties management and leadership skills.

Some employers have been very Victoria Sanz-Moreno also explained active in organising such schemes about Women of Influence, an internally – see the Citi case study on initiative launched by Cancer page 15 of this report for one example Research UK. Designed for “women – allowing content to be tailored to like me, scientists that are starting in the organisation. Helen Fraser spoke a position of leadership”, it combines about a pilot mentoring scheme a mentoring scheme and access to that is currently run at the Girls’ Day a network of very successful senior School Trust, where more experienced women with the aim of growing alumnae are matched with women scientists as leaders as well as starting out or returning to work after helping them raise funds for their a career break to make a connection research work. that has benefits for both parties.

Victoria Sanz-Moreno

11 FEMALE ROLE MODELS MALE ROLE MODELS

MANAGER/BOSS (30%) MANAGER/BOSS (25%) SPOUSE/PARTNER (13%) SPOUSE/PARTNER (13%) MOTHER (12%) FATHER (13%) FATHER (10%) WORK COLLEAGUE (8%) WORK COLLEAGUE (9%) INDUSTRY LEADER (7%) TEACHER/LECTURER (6%) TEACHER/LECTURER (7%) FRIEND (4%) MOTHER (5%) INDUSTRY LEADER (3%) FRIEND (4%)

The influence of line managers different, but very successful way.” observed wryly: “I’ve reported directly Inspiration can come from anywhere, to eight women”. All of them, he but when it comes to people’s careers, Kim Winser said she had also been emphasised, offered great lessons to our survey found that people’s own inspired by Marjorie Scardino, not only him and have had highly successful managers are the primary source. for her ground-breaking achievement careers of their own. He named a but because of “her spirit and her few. “There’s Alison Carnwath, the The influence of managers and others passion for the business that she was Chairman of Land Securities. Amanda within an organisation was discussed in and how she was always willing to Shipman, who became a partner in a by many of the speakers. share it”. private equity firm. Linda Collier, who was on the board of several listed Sue O’Brien reflected on her early Kim also argued that people need to companies. Gina Scheck, who became experiences and how one manager in focus not just on one individual as a a successful talent coach and Karen particular had built her confidence: role model or mentor, but need to look Cook, who is President of Goldman at the strengths of different individuals. Sachs International. When you look at “I started my career in retail in a “You’ll learn so much more, and most these women, they all did terrifically well big, corporate environment. A importantly you will keep your own in their careers.” whole cadre of girls and myself had style too.” She highlighted three of the an amazing senior manager who senior managers who she has learned Management ‘celebrities’ taught us how to understand who from at M&S: the Chairman, the Deputy As Ann Francke put it, we need idols we were. And at 22 that was one of Chairman and a Board Director in her too. Our survey asked respondents the most influential things that ever later years with the company, namely to name their biggest influences. happened to me. I actually started to Lord Andrew Stone, Sir Richard The Top 10 which emerged includes understand what made me tick, how Greenbury and Clinton Silver. From some brilliant people – but five of I could be successful, that it was Clinton Silver, she said, “I learnt integrity them are now dead, several others are okay to be slightly different and a bit and honesty and a really good way of approaching retirement, and it is almost of a renegade even though I was communicating.” From Rick Greenbury, exclusively male. Only two are women in a corporate environment.” it was learning that “if you were going – both of them dead – and neither from to make it in retail you had to have business or ‘management’ jobs. Helen Fraser – former Managing [his] level of energy and merchanting Director of Penguin – reflected on skills.” And Lord Stone showed the Who, then, might we look to as modern 13 years working for Dame Marjorie importance of “being very innovative, role models? We’ve proposed an Scardino, CEO of Pearson and the first always thinking out of the box and alternative list of 21st century leaders female CEO in the FTSE100. “I have always driving into the future”. She who could provide inspiration for to say that working for a company concluded “what I learnt from each of today’s managers. with a female CEO was absolutely them were completely different things, transformative for the women in that but they were all very important to me.” company. It made the most enormous difference. She had a huge influence James Bardrick also shared the on all of us. I think she inspired us. managers who had influenced him. And she led the company in a very “Perhaps I’m very unusual”, he

12 THE MAIN PEOPLE WHO CURRENTLY INSPIRE HERE’S OUR ALTERNATIVE LIST, BRITISH WORKERS ARE EITHER DEAD OR DRAWN FROM THOSE CURRENTLY APPROACHING RETIREMENT, FROM FOREIGN ACTIVE IN MANAGEMENT IN THE UK. SHORES AND ALMOST EXCLUSIVELY MALE.

MARTHA LANE FOX lastminute.com founder RICHARD BRANSON CHARLIE MAYFIELD John Lewis Partnership NELSON MANDELA CHARLOTTE HOGG Bank of England MARGARET THATCHER JAMES DYSON ALAN SUGAR Dyson KARREN BRADY BARACK OBAMA West Ham FC

STEVE JOBS PAUL WALSH ex Diageo BILL GATES LIV GARFIELD Severn Trent Water MOTHER TERESA RICHARD REED innocent co-founder TONY BLAIR CAROLYN MCCALL JOHN HARVEY-JONES easyJet LORD VICTOR ADEBOWALE Turning Point

13 4. PROVIDING ROLE MODELS START EARLY

As our survey highlighted, many help people, but I wanted to be nice are doing some fantastic work that can managers cite their parents as too. I’ve been trying to combine them make a huge difference to a teenage inspiration. There were differences throughout my career.” girl’s life. The programme is making a though between the sexes. Men tend real difference to what young people to be mainly influenced by their fathers, Ann Francke also added to the think they can achieve, inspiring them whereas women said they are inspired discussion: “I was very lucky early to think bigger and to think about almost equally by both parents. on to have a great role model, my different things that will broaden their grandmother. She was a mathematics horizons.” But in many cases mothers have set graduate and the first woman to work examples for their daughters and at NASA’s computer programming Helen Fraser described one example, their sons that have influenced their at the University of Pennsylvania. a monthly event organised by Bromley children’s lives and the way they live My grandmother was completely High School, a member of the them. Working hard, being a mother, comfortable in all of her roles, as Girls’ Day School Trust, called Café a wife and a friend made these a NASA scientist, as a mother, Scientifique which brings in working mothers inspiring women who showed as a wife and as a person.” scientists, usually women, for informal their children that it can be done. Many talks with girls from all years about their had to challenge expectations and Inspiring girls – beyond the home work. The approach has been very stereotypes to get there, but they did, While inspiration starts at home, it successful so far. Across the GDST, and by doing so they paved the way for doesn’t stop there. More and more twice as many girls as the national their daughters to be able to develop initiatives encouraging interaction with average go on to study physics at themselves and be successful as well. young people, whether on a large or university, with five times as many small scale, are now emerging. doing medicine. Family plays an important role in fostering their children’s aspirations, and Jenny Willott urged guests to sign up their role is not to be underestimated. to Inspiring the Future, a free initiative Rebecca Taylor said: “One of the most run by the Education and Employers powerful role models growing up was Taskforce charity, which links teachers my mother. She had a senior role in from state secondary schools with an organisation that worked for and volunteers who have agreed to spend with severely handicapped people. It one hour a year to talk to young people 13% 10% was her work ethic that I watched and about their career. She explained that Dad Dad quietly took on board that had a major many state schools and colleges do influence on me.” not have the parental or community networks to source inspiring role 5% 12% Both Victoria Sanz-Moreno’s parents – models to come and talk to their pupils. Mum Mum her father a scientist himself, her mother This programme invites volunteers a teacher – fostered her aspirations as from all sectors and professions from WHEN IT COMES TO CAREER a young girl: “When I was growing up I Apprentices to CEOs to talk about their DIRECTION, MEN TEND TO BE really wanted to be like both my parents. experiences in the workplace and their INFLUENCED BY THEIR DADS; I wanted to do something important and journey to date. “Inspiring the Future WOMEN BY BOTH PARENTS

14 EMPLOYER CASE STUDY CITI WOMEN – A GLOBAL EFFORT TO OPEN THE TALENT PIPELINE

Citi, who hosted the CMI/WiM event on workshops and webinars led by global role models, have a long track record industry experts. when it comes to tackling the barriers facing women. Impact: 59 women took part in the initial programme, of whom 70% Its efforts have been led through experienced career advancement Citi Women, a company-wide effort over the following 18 months. It was designed to help Citi attract, develop, re-launched in April 2012 with 54 advance and retain female talent at all women, of whom 36% had already levels. Launched in 2009, Citi Women experienced career mobility by the has contributed to what Xanic Jones, end of 2012. EMEA Diversity & Inclusion Specialist, describes as “clear signs of progress 2. Women’s Leadership towards achieving our diversity goals – Development: Citi’s suite of leadership although we still have a way to go”. programmes to support employees advancing to senior management The programme has strong senior roles includes a global leadership backing, having been launched initially programme specifically for high- by the Global CEO and being led by performing female Directors. Offered in two senior executives, supported conjunction with the UCLA Anderson by an advisory team and a global School of Management, it combines network of women’s organisations. It lectures, discussions, small-group is comprised of two core programmes: work and personal assignments to Women Leading Citi and the Women’s help individuals better manage their Leadership Development Programme. career development, by learning how to demonstrate executive readiness, 1. Women Leading Citi: an 18-month become champions and role models sponsorship programme, launched for the organisation, and grow their in 2009, which is designed to foster professional networks. the mobility of high-performing senior women at Managing Director Impact: the programme launched in and Director levels. Participants April 2008, and as of April 2013 has gain opportunities to network and been delivered 13 times to a total of to broaden their leadership skills 445 women. with a four-person support team: their manager, HR partner, a talent In the EMEA area, Citi Women has also professional and a senior advocate established a third key programme, who serves as their sponsor. They also Coaching for Success, to reach receive in-depth assessments, personal deeper into the company. A six-month coaching, and attend leadership scheme to invest in, develop and

15 retain high potential women at the VP senior management as well as Citi Impact: the maternity return rate level, it has reached over 300 women Executive Board Members of Citi women was 87% in 2005. since its launch in 2003, with a blend Since the roll-out of the workshops of classroom training, virtual web- Supporting Parents and improved support for parents, based sessions, 1:1 coaching and the return rate has increased to be professional networking opportunities. Citi has introduced several schemes to within the range of 90-100% over actively support parents. the last 3 years. As Xanic Jones EMPLOYEE NETWORK puts it: “Citi is proud of its long track PROGRAMME Managing Parent Leave: launched record in supporting employees as in 2006, these workshops for line they transition through stages of The core Citi Women programmes managers are based on recognition parenthood and we are pleased that are complemented by several other that how line managers handle our work and efforts have obviously initiatives. Citi Employee Networks women’s pre and post maternity leave had an impact as so many women are employee-initiated and -led affinity is of paramount importance to the successfully return to work after groups throughout Citi globally, which success of retaining women through maternity leave.” exist to further the diversity and this transitional stage of their lives. business objectives of the company. More information on how Citi They offer opportunities for professional The Parent Project Programme: approaches diversity issues, including development, mentoring, networking building on the workshops, a further its Annual Diversity Report, can be and community involvement. The suite of programmes was launched found at http://www.citigroup.com/citi/ networks are aligned to one of the in 2007 to assist and support women diversity several diversity strands, including who go on maternity leave. Structured ethnic and cultural heritage groups, to run pre, during and post maternity disABILITY, military veterans, and leave, they have consistently generated sexuality as well as women and parents positive feedback. – although a key tenet, consistent with Citi’s Diversity Strategy, is that they are New & Expectant Father inclusive of others and therefore open Workshops: launched in 2009 in to all Citi employees. The first networks recognition that the support provided were launched in 2002: by March 2014 to women only addresses one part of a Citi had 94 Networks and 10 Affinity family’s transition and new fathers have Groups with 14,000 members, working their own challenges, particularly when across 12 countries. many aspire to be more involved in the family than previous generations. The Citi Women Network, London, runs a particularly active programme Citi Parents Network, London: of events and opportunities. These a dedicated network for working include an annual mentoring parents which attracts equal numbers programme, and “Success @ Citi”, a of mothers and fathers to topical professional development programme lunchtime seminars. of workshops and seminars. Maternity Coaching: one-to-one The Citi Women Network has also maternity coaching, offered on a case- focused on building the Citi brand by-case basis, recognising that some and recognition in the market for women in senior positions will face women’s development through its different challenges to those who may female client events and engagement. be earlier in their careers and whose It has participated in the global drive to needs may not be addressed by the recognise International Women’s Day group workshops. (Citi hosted 236 events across 173 cities in 89 countries in 2014), and has supported women’s charities including Dress for Success, the Cherie Blair Foundation for Women and the Girls’ Network.

The Network also holds regular “Meet the Seniors” events, which helps profile Citi men and women in senior positions within the organisation, sharing their stories and providing inspiration to others. This includes

16 5. BELIEVE IN YOURSELF BE THE CHANGE

Every speaker testified to the influence young women starting their careers, of role models or mentors in inspiring wondering just realistically how far they them and building their confidence. Yet can get in their careers. And we need with the CMI survey showing that only every one of them to believe in their own 34% of respondents think their current ability to succeed and you are all in a manager sets a good example – and position to do something about that.” only just over half (56%) saying they could find a role model within their Kim Winser OBE, the founder of Winser organisation at all – there’s a clear need London, took a risk when she was a for more managers to step up. management trainee at M&S and gave the senior management team, including Clearly, women in senior jobs have a Lord Sieff, a tour of the store she was part to play. Rebecca Taylor said they based at. At the end of the tour, she can encourage more junior women told him of her ambition to be the first to apply for promotions or new roles: woman on the board of M&S – a move “We often make the “There’s a big role for women in the she admitted was somewhat bold and more senior roles saying, actually it’s risky. However, a few years later she mistake of thinking you not about ticking every box, it’s about became the first woman on the board have to overachieve the development that you learn within of M&S. the role, so go for it.” in order to be a role model. I think you Sue O’Brien urged women to believe just need to have a in themselves: “It’s that absolute belief in yourself that can make the difference pulse and a purpose. to what you do with your life.” She If you’ve got that you also pointed out that everyone has the capacity to be a role model to can be somebody’s somebody else. “We often make role model.” the mistake of thinking you have to overachieve in order to be a role model. Sue O’Brien I think you just need to have a pulse and a purpose. If you’ve got that you can be somebody’s role model”.

Jenny Willott agreed, highlighting the need to inspire girls and young women. “Visible role models encourage women Rebecca Taylor to believe in their own ability to achieve their dreams, from girls at school making decisions about their future, to

17 “Men, don’t live with the excuse that younger women haven’t got a role model because we’ve run out of senior women. Be that role model.”

James Bardrick

However, “changing a culture in To redress the lack of women in key the workplace isn’t just an issue for roles he said managers need to “Hire women. It’s an issue for men as well”, more, retain more, develop more, lose as Jenny Willott pointed out. less. If you want more senior women as role models, hire more women at the James Bardrick echoed this: if beginning, lose less, push more up and organisations lack enough female role make them successful. It’s just logic.” models, then “some of us men have Doing this can require stepping out of got to actively get on with it and be the comfort zone or even being seen as the role models and mentors ourselves “renegade” as Sue O’Brien put it. But until we have got to a better place”. the status quo has to be challenged He urged managers to act: “You’ve actively to achieve change. got to find those women, you’ve got to support them, develop them, go out of your way to listen and to engage and talk.” That means providing “challenge and pushback and not just being a spectator saying, ‘isn’t it a shame we’re not getting there.’” He urged managers to ensure that slates for open positions had female candidates and to “go out of your way and take bold decisions about promotions” to make sure that talented women do get opportunities, with appropriate encouragement and sponsorship to develop their careers.

18 CONCLUSIONS INSPIRING CHANGE

The evidence shows that time and time is not the prerogative of business again too many talented women opt celebrities. Role models in every walk out of the workforce before they fulfil of life can encourage women to believe their potential. While there are signs of in their own abilities and have the self- progress in changing this, it remains confidence to succeed. Every manager frustratingly slow. With few examples of can benefit from learning how to ‘pick women who’ve walked the road before and choose’ from inspiring individuals them, those who aspire to reach more around them, learning from the best senior levels could be forgiven if their and working to be more like them in confidence and determination wavered. whatever way suits each of our needs.

As Becky Barrow – the Daily Mail These pointers aren’t exclusively journalist who chaired the panel about supporting women. In many discussion – noted, it was “striking ways, they’re at the heart of good that so many of today’s successful management and leadership, Becky Barrow women cite their mother as a source irrespective of gender – and in fact, of inspiration.” While CMI and WiM are there is growing evidence that good focused on the workplace, it’s clear management is precisely what young that inspiring and encouraging women women want, rather than women- to succeed starts at home. It’s no specific support projects, as a recent less critical for girls at school making report from Opportunity Now has decisions about their future, to young suggested.2 women starting their careers wondering how far they can get. The speakers whose ideas are reflected here are all themselves successful and Every manager can help with this, inspirational individuals. But our hope whether in their own home or by is that their practical tips and insights in working with partners in their area. turn help many, many more people to That’s why CMI is pleased to be inspire change among young girls and supporting Inspiring the Future, women – indeed, boys and men too working with the Government Equalities – to achieve the change in workplace Office. We hope many CMI and WiM cultures that is needed. members will add impetus to this important work by pledging one hour If you’ve got a pulse and a purpose, a year, because being inspirational then you can start today.

2 Project 28-40: The Report (April 2014) See http://opportunitynow.bitc.org.uk/research/Project28-40Theresults

19 RECOMMENDATIONS

“Never pull up the ladder behind you. Create your own infrastructure. Be visible. Take risks. Develop yourself and take ownership. The best person to manage your career is you.”

Sue O’Brien

• Find your role models – reflect on the people who inspire you, and why. As a manager or leader, what can you learn from different individuals? If you need more guidance, sign up to mentoring or coaching schemes to benefit from the experience of ot