Gender stereotyping still alive among board-level candidates, says Bottomley
23 July 2012
Gender stereotyping is alive and well among candidates for senior executive positions, according to the chair of search firm Odgers Berndtson's board & chief executive practice.
Mon, 23 Jul 2012
Gender stereotyping is alive and well among candidates for senior executive positions, according to the chair of search firm Odgers Berndtson's board & chief executive practice.
Speaking at a Recruitment Society event last week, Baroness Virginia Bottomley (left) said: “It's amazing how stereotypes play out in practice.”Bottomley continued: “The bloke says: 'I will bring a fresh mind to this job, of course it is the job for me. I am amazed you didn't call me sooner'.”
In contrast, women candidates tended to be “diffident” she said. Referring to university vice-chancellor positions for example, they often gave reasons why they shouldn't be considered, such as their research or their husband. However, she added: “Once you get through this negativity, they are raring to go.”
The gender stereotyping continued after a job offer was made, said Bottomley. “Whereas with women it was ‘thanks for your help’, with men it was ‘there is one thing I want to discuss with you, the size of the package’.”
Despite the persistent manifestation of such stereotyping, Bottomley said she was optimistic. “I think we are getting there with women,” she said.
• Last month, recruiter.co.uk reported the results of a study from executive recruiter Korn/Ferry which suggested that the end of the ‘old-boys’ network’ recruitment of non-executive directors was firmly in sight. Read more here.
Gender stereotyping is alive and well among candidates for senior executive positions, according to the chair of search firm Odgers Berndtson's board & chief executive practice.
Speaking at a Recruitment Society event last week, Baroness Virginia Bottomley (left) said: “It's amazing how stereotypes play out in practice.”Bottomley continued: “The bloke says: 'I will bring a fresh mind to this job, of course it is the job for me. I am amazed you didn't call me sooner'.”
In contrast, women candidates tended to be “diffident” she said. Referring to university vice-chancellor positions for example, they often gave reasons why they shouldn't be considered, such as their research or their husband. However, she added: “Once you get through this negativity, they are raring to go.”
The gender stereotyping continued after a job offer was made, said Bottomley. “Whereas with women it was ‘thanks for your help’, with men it was ‘there is one thing I want to discuss with you, the size of the package’.”
Despite the persistent manifestation of such stereotyping, Bottomley said she was optimistic. “I think we are getting there with women,” she said.
• Last month, recruiter.co.uk reported the results of a study from executive recruiter Korn/Ferry which suggested that the end of the ‘old-boys’ network’ recruitment of non-executive directors was firmly in sight. Read more here.
