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Locks and keys to the boardroom

Locks and keys to the boardroom Purpose – The purpose of this paper is to report an interview study with 12 directors in a major international telecommunications company, to identify the career paths which they took to reach board level in their organisation. Design/methodology/approach – The aim was to ascertain whether there were gender differences in the career facilitators and barriers met en route to the top. The six male and six female directors were asked about the further obstacles which they perceived would have to be faced. Findings – Visibility through mentoring and challenge was the facilitator which led to success in their earlier careers. Using Kirchmeyer's classification, evidence was found to support her four categories of barriers in this UK sample: human capital (lack of qualifications and languages in a globalised world); individual (being aggressive, being female, and impostor syndrome); interpersonal (gaining entry to organisational politics); and family determinants. For both men and women, family roles impacted their energy levels at work. It was found that the career hurdles and facilitators were very similar for both men and women directors. Originality/value – The study described in this paper does not show strong support for previous research, indicating significantly different barriers for men and women, as in this study, the female directors' career paths were remarkably similar to those of the men. http://www.deepdyve.com/assets/images/DeepDyve-Logo-lg.png Gender in Management An International Journal Emerald Publishing

Locks and keys to the boardroom

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References (28)

Publisher
Emerald Publishing
Copyright
Copyright © 2011 Emerald Group Publishing Limited. All rights reserved.
ISSN
1754-2413
DOI
10.1108/17542411111130963
Publisher site
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Abstract

Purpose – The purpose of this paper is to report an interview study with 12 directors in a major international telecommunications company, to identify the career paths which they took to reach board level in their organisation. Design/methodology/approach – The aim was to ascertain whether there were gender differences in the career facilitators and barriers met en route to the top. The six male and six female directors were asked about the further obstacles which they perceived would have to be faced. Findings – Visibility through mentoring and challenge was the facilitator which led to success in their earlier careers. Using Kirchmeyer's classification, evidence was found to support her four categories of barriers in this UK sample: human capital (lack of qualifications and languages in a globalised world); individual (being aggressive, being female, and impostor syndrome); interpersonal (gaining entry to organisational politics); and family determinants. For both men and women, family roles impacted their energy levels at work. It was found that the career hurdles and facilitators were very similar for both men and women directors. Originality/value – The study described in this paper does not show strong support for previous research, indicating significantly different barriers for men and women, as in this study, the female directors' career paths were remarkably similar to those of the men.

Journal

Gender in Management An International Journal – Emerald Publishing

Published: May 10, 2011

Keywords: Directors; Gender; Career development; Boards of Directors

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