Clearing the way for gender balance in the management of the UK financial services industry
Enablers and barriers
Bibliographic Data
| ID | 19448148 |
|---|---|
| Authors | Susan M Ogden (Glasgow Caledonian University), Duncan Mctavish (Glasgow Caledonian University), Lindsay McKean (Glasgow Caledonian University) |
| Editors | Ronald J Burke |
| Year | 2006 |
| Volume | 21 |
| Issue | 1 |
| Pages | 40-53 |
| Publication date | 2006-01-01 |
| Peer Reviewed | Yes |
| Open Access | Yes |
| Type | ARTICLE |
| Venue | Women in Management Review (JOURNAL) |
| Journal identifiers | ISSN: 0964-9425 • E-ISSN: 1758-7182 |
| Publisher | Emerald (PUBLISHER) |
| DOI | 10.1108/09649420610643402 |
| OpenAlex | W1603257843 |
| Language | EN |
| Citations received | 9 |
| References cited | 28 |
Purpose Females now comprise just over half of the workforce in the UK financial services sector. This paper aims to report on the current position relating to factors that are facilitating and inhibiting women from moving into middle and senior levels of management within the financial services sector. Design/methodology/approach A comparative analysis of four case studies from a cross‐section of the financial services industry is presented, each compiled using interviews with male and female senior and middle managers, and gender‐defined focus groups usually of employees who are in the promotion pipeline. Findings Despite progress in the case study organisations, both men and women concur that females encounter more barriers to career progression in the industry than men and that these relate primarily to a long hours culture and networking. This leads some women to exclude themselves from working in certain parts of the industry, such as corporate banking. Further, this aspect of the industry culture tends to permeate into areas of the industry where these activities are less important for fostering client relationships. Practical implications The research implies that the industry needs to do more to make networking events and activities more gender neutral. Additionally, as more women move up the career pipeline, they should be encouraged to access networks that tap into their equivalent “female networks”. Originality/value The paper provides a current picture of managerial working life in the UK financial services industry and provides empirical evidence of the managerial work cultures within the sector
Business · Economic growth · Economics · Financial services · Middle management · Originality · Political science · Public relations · Qualitative research · Sociology · Workforce · Gender Diversity and Inequality · Labor Movements and Unions · Work-Family Balance Challenges · Accounting · Finance · Marketing
Implicit gender bias in perceptions of financial jobs
The financial gap for women in the Mena region
Perceived organizational barriers to women's career advancement in Lebanon
Gender Segregation in the Labour Market
Women Leaders and Social Performance
An alternative career progression model for Indian women bank managers
Enabling the career development of female managers in finance and retail
Normative collusion in the industry ecosystem
What makes representation of executive women in business happen
Case Study Research
Accounting for change
Sex equality in the financial services sector in Turkey and the UK
Stress and the female retail manager
Jobs for the girls? Change and continuity for women in high street banks
Occupational pressures in banking
Gender and New Public Management
Changing Equality Cultures to Move Beyond ‘Women’s Problems’
Distorted Views Through the Glass Ceiling
Re‐Eroticizing the Organization
Gender and Formal Authority
Women and Achievement
Sex‐Role Stereotypes
Breaking the Glass Ceiling
Gender and leadership style
The Glass Escalator
Gendering Jobs
| Unique citing works | 9 |
|---|---|
| Citations per year | 0.47 |
| Citation span | 2007 - 2022 (16) |
| Citation velocity | historical |
| Highly cited | No |
| Citation types | Neutral: 9 |