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[Question] What can women leaders do to break into executive roles in Ireland?

  • 26-02-2018 12:41pm
    #1
    kenjicpl
    Registered Users, Registered Users 2 Posts: 25 ✭


    I found out that there has been an increase in salary for executive positions because of high demand. However, researchers say that only 14% of executives in Irish companies are women.

    How can more women leaders break into executive roles and benefit from this salary trend?


Comments

  • #2
    pwurple
    Closed Accounts Posts: 12,449 ✭✭✭✭pwurple


    First step is to want it. Quite a lot of people don’t want it, they don’t want the travel, the responsibility, the being ON, available and never being really off work.

    Plan for it. Create a career path and follow it. At each stage ask about the next.

    Get a mentor in a similar role and take guidance.


  • #3
    skallywag
    Registered Users, Registered Users 2 Posts: 3,022 ✭✭✭skallywag


    Good feedback above, having the drive to go for it is key, and also the willingness to make massive sacrifices on work-life-balance. My own current company has a completely male dominated Executive Board and is currently on a strong 'Diversity & Inclusion' drive. They would very gladly place a woman onto the EB if a candidate with the required experience and willingness to make the required sacrifices came into play.


  • #4
    kenjicpl
    Registered Users, Registered Users 2 Posts: 25 ✭kenjicpl


    Great insights.

    Just to play the devil's advocate here, what if the 'Diversity & Inclusion' mentality is not the most important factor for encouraging women to become executives? Especially since there are so many other career barriers women have to overcome before even getting to the point of being considered for exec-level positions...

    That said, I can definitely see the progress made with many big companies in Ireland.


  • #5
    skallywag
    Registered Users, Registered Users 2 Posts: 3,022 ✭✭✭skallywag


    It's certainly a fact that Diversity & Inclusion programs can unfortuantely also bring unwanted negatives.

    These programs are usually driven from the highest level in the organisation, e.g. quite often directly by the Executive Board itself. This subsequently can quite easily create an environment further down within the company where there is heavy pressure to promote a woman over a man, purely from the optics perspective, regarldess of the fact that the man may be the much better match to the position.


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