A recent report by Cranfield School of Management shows that the number of women holding the most senior jobs in the boardrooms of Britain’s biggest 100 companies has barely changed in the past 10 years, despite a series of government-backed initiatives to boost gender diversity.

As increased evidence merges about the improved financial performance of companies with gender diverse boards and leadership teams, it is surprising how many of these companies have managed to make this ‘progress’ as a result of merely hiring women from outside for part-time non-executive roles as part of a drive to meet targets. A lack of authentic culture change is apparent.

The article also notes that the Hampton-Alexander review has set a goal to increase female representation at executive committee management levels – just below the boardroom. It has set a target of 33% women in these leadership teams in FTSE 100 companies. It is currently about 25%.

Seven FTSE 100 companies have executive committees without any women, including Barclays bank and oil company BP, two household names that Hampton said he found “very surprising”.

In the foreword to the report comment is made that expected companies without women on their executive committees to explain why.

You can read the full article from The Guardian here

Whilst companies are now focusing on what diversity success looks like –how do existing all male boards secure the interest of leading business women to join their company over the competition which is simultaneously fighting to secure the right players?

The Ros Taylor Company has a series of evidence based leadership development courses, such as WOMEN AS LEADERS®, which have seen a surge in demand in recent years. This course has been developed specifically to develop the skills of senior female executives. It provides the self-awareness and tools to help women grow their confidence, identify big picture opportunities, seek advancement by taking on more responsibilities and ultimately gain earned promotion.

However developing existing all male leadership teams skills to provide authentic culture in the workplace that will encourage female interest in the company is where current demand is exceptionally high.

Founder Ros Taylor commented “This report highlights that gender diversity at a senior level is static.  Some organisations are clearly struggling to put equality and diversity into action, however from my research working with senior management teams I’ve noted five behaviour patterns which can easily be changed in favour of diversity.

“These behaviour patterns include training people to be uncomfortable and discovering new ways to lead. Consign the ‘Power through Control’ leadership style to the past and develop leadership programmes which encourage a diverse range of people to find their voice, speak up and be counted.  This is certain to balance the gender gap.”

The JUST LEADERSHIP® programme is ideal for larger organisations looking to turn lasting behaviour change into outstanding company performance and addresses these behavior patterns and more.

If you would like further information about leadership training for all male boards or leadership teams, get in touch now.