Blog : BOARD TALK
|Posted on December 6, 2012 at 1:05 PM|
Never mind trying to persuade people on the 'right' thing to do moving forward on diversity in business. in penny-pinching Britain, perhaps this will speak more powerfully to those at the top, or near enough to it for some decision-making.
UK business could potentially benefit by £5bn a year if companies unblocked the talent pipeline for their 500,000 female middle managers. There is a high level of frustration caused by lack of opportunity and clarity of career paths for female talent at middle management level, says a report.
Research commissioned by talent management and resourcing solutions provider Alexander Mann Solutions, and women in business specialists everywoman, reveals that 43 per cent of female middle managers feel they are likely to leave their current employer in the next two years.
The report, ‘Focus on the Pipeline: Engaging the full potential of female middle managers’, is based on research involving 400 female middle managers and 200 senior HR leaders, from SMEs and corporates across a range of sectors.
The aspects of work that female middle managers were least satisfied with were the lack of opportunities (48 per cent), the likelihood of progression (47 per cent) and the clarity of career path (40 per cent). Of significant cause for concern, only 11 per cent of female middle managers described themselves as ‘extremely satisfied’ in their job. Having 'lack of clarity of career path' is particularly unforgivable as it is capable of being easily fixed in any company worthy of a listing.
Oh dear. The report points out the striking difference between HR leaders’ views and the concerns of female middle managers themselves. Although 81 per cent of female middle managers feel lack of progression is a problem, just 62 per cent of HR leaders agree. HR leaders think 35 per cent of female middle managers want to be promoted in the next two years. However, 56 per cent of women said they wanted to be promoted in that timeframe.
When it comes to who is best at promoting gender diversity in the workplace, middle management (49 per cent) and women (48 per cent) are seen as the most effective. The CEO and Board came in at just 36 per cent, lowest equal with those responsible for retention. Says it all, really.
It offers some practical steps, and you can download a copy of the report here.
Or you can do nothing, and watch your talent leave. It is, as they say, a 'no-brainer.'