It is right to see the first female MI6 leader as a positive and long overdue step towards equality. The return of all male shortlists is evidence that for every step we take forward in the workplace for women, we also risk taking two steps in reverse, says Professor Geeta Nargund.
Women face unfair barriers in the workplace and within society. This issue, as with many others, is complex. Sometimes positive developments are evident, while other times, a setback can be demoralizing.
The news that Blaise metreweli was appointed as the first woman leader of MI6 has been making the rounds in the last couple of weeks.
It is clear that progress is possible but the lack of concrete action is holding us behind. Most women find that they are unable to achieve the highest levels of their chosen profession because of barriers.
Our most recent Women Count Report revealed the fact that the number women on executive committees of the FTSE 350 had declined for the very first time in 8 years, to only 32%. This shows a serious failure by businesses in proactively promoting female talent in these roles.
The move by MI6 is positive, but complacency is not an option. Why has it taken this long for the truth to catch up with fiction?
James Bond was the first to do it
The James Bond series has been running for 30 years. Dame Judi dench played the most prestigious role in the intelligence service, ‘M.’ Dench was the ideal woman for this role. She was intelligent, bold, and the right fit. Why has it taken us three decades to realize this?
Metreweli was appointed despite comments like ‘diversity hiring’ and ‘get a man for the job not a female’.
This is largely due to the deeply ingrained and backwards culture of our workplaces and society, which is much more prevalent that many companies would like to admit.
Metreweli was appointed despite comments like ‘diversity hiring’ and a ‘get the best person for the job’.
Merit-based hiring is the only way to go. Why are successful women still labelled as “diversity hires”?
Employers should offer female candidates the same opportunities that they give to their male counterparts. Even for those that do, there are still issues when it comes down to team culture and a lack support. This can affect future female talent and their experience in executive positions. Here, HR plays a vital role.
HR teams are aware that they must eliminate biases in all areas, from recruitment to the employee experience, including performance management, reviews of progress and remuneration. These are all common ‘weak link’ chains that can lead to women leaving their jobs prematurely at a time when their male counterparts are thriving. It can lead to fewer women in senior executive positions.
HR teams must feel empowered to demand accountability from senior management teams. They should ensure that they are “leading from the top” and setting expectations for DEI firm-wide. This is essential for delivering a tangible change.
All-male shortlists and all-female inclusion
Head-hunters revealed that they are returning to the ‘all male’ recruitment shortlists.
“We need to be proactive and make a genuine effort to stop all-male shortlists and celebrate the appointment of successful women.”
It is not because there aren’t enough female talents. This is not in response to a lack of female talent. It is in response to the DEI-related backlash in the US.
This culture is not only harmful in that it creates a barrier to women achieving these roles, but can also be difficult for those already in these positions who suffer from outdated processes and lack of support.
Women face additional and unfair burdens in their careers. Many face the “woman tax” which is a combination of unpaid duties alongside their daily roles, as well as the fact that the majority of family care responsibilities fall on women.
Some people still roll their eyes when the topic of gender equality or diversity is brought up. But that’s not our fault. Diversity is more than a tick-box, it’s a business imperative.
Research shows that the companies with the highest diversity of their workforces have a higher return on asset than those who are least diverse. This is a number not to be ignored.
The work of HR departments is even more important. While increased revenue might be the driving force for some companies, I hope common sense and fairness prevail and that businesses will stand firm in DEI.
We need to be proactive and make a genuine effort now to stop all-male shortlists and celebrate successful female appointments.
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