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No Women at Your New Job? Look Somewhere Else


No Women at Your New Job? Look Somewhere Else


There’s one career strategy that is rarely considered but could prove useful, even pivotal, in the advancement of young women in the workplace.

It is simply this: Stop and find out if women exist in the upper echelons at a given company. Are there any women in the executive suites or on the board of directors? If you can’t find any, watch out.

“That is a statement in and of itself. If there are only men at the top it usually permeates down to other levels,” says Patricia Flynn, trustee professor of Economics and Management at Bentley University.

“We aim to teach young women to think in terms of cultures that will really support their career efforts,” says Flynn. “If they find their company has a negative attitude and track record toward women, they should leave. Better yet, don’t accept a job there in the first place, if there are no women in the boardroom or the executive suite.”

Raising awareness about gender inequity at the highest levels of the business world is one of the key aims of the Boston Club, an organization of women executives in the Bay State. Flynn and Bentley’s Center for Women and Business work closely with this and other organizations of professional women, contributing powerful in-depth research and an essential link to the next generation.

“We want young women to be thinking long-term,” says Flynn, who currently serves on the board of Columbia Funds, and teaches corporate governance at Bentley’s Graduate School of Business. “They may not be board-ready but we want them to start considering different opportunities and the culture of the organization that will affect their career paths.”

Another initiative to encourage high-level female advancement is 20/20 Women on Boards, a national campaign — started in Boston — to increase the percentage of women on U.S. corporate boards to 20 percent by the year 2020, a mission endorsed by Bentley President Gloria Larson and others prominent in their fields.

Setting a different but equally ambitious goal is the Thirty Percent Coalition, a new nonprofit whose members include a wide range of organizations and individuals. The coalition’s goal is 30 percent women directors on the boards of U.S. public companies by the end of 2015.

Why such concentrated focus on helping women climb the corporate ladder? Take a look at the national numbers and you’ll get it. In 2013, women accounted for just 11.7 percent of corporate board members in the largest 3,000 U.S. companies. Only 14 percent of board members in the S&P 1500 were female. And among Fortune 500 companies, the number was 16.6 percent.

Set within a worldwide context, the relative status of women corporate directors in the U.S. is getting worse. This is due, in large part, to mandated quotas in several countries, including, for example, Finland, Norway and Sweden.

In 2012, in Norway, women represented 36.3 percent of corporate directors; Finland 26.4 percent; Sweden 26.4 percent; France 16.6 percent; Denmark 15.6 percent; Australia 13.8 percent; Canada 13.1 percent; Germany 12.9 percent. In contrast, the U.S. was at 12.6 percent.

“The gap between the U.S. and many of these countries will grow, as the U.S. will not legislate quotas,” says Flynn. “In some sense this will help call attention to the relative lack of women in U.S. boardrooms. The bottom line is, however, that we must continue to actively work to get more women corporate directors and executive officers in the U.S.”  

Getting women at early and mid-career stages to recognize this problem would be a real victory in the quest for change. “It goes beyond awareness of potential negative impacts the corporate climate can have on their individual careers, to helping the larger cause,” says Flynn. “And,” as she’s noted in the past, “we need the men, too, in bringing about change. They can help open doors and raise key questions about the dearth of female leaders and role models — especially in the boardrooms and executive suites where women aren’t there to speak for themselves.”

Asked if she feels the long struggle toward equality at the top is ever going to create true parity, Flynn shrugs.

“There is always hope,” she says with a mix of humor and determination. “And, we are not going away. We are not giving up!”

Meg Murphy is a freelance writer.

Learn more about Bentley’s PreparedU Project, which examines challenges facing millennial workers, the companies that employ them and the colleges and universities that prepare them.


Don't take the job in the first place? The women who take this advice surely won't be the trailblazers. Take the job,,,you have debt! Don't be a victim before you even try.

As sad as this might be, this article makes a lot of sense. Why set yourself up. Go to a job site that is supportive. On the other hand it may be time to infiltrate the company, do an excellent job, become a trailblazer, but that takes a very special person. If it wasn'tfor trailblazers we would not be where we are now. Much better off than even in the 60s.

Doesn't it also extend to that, if there are no women in the upper echelons of supply and service firms who respond to tender, these should also be avoided?

This is just encouraging segregation. If you get a job in a company that is traditionally male, you should expect (a) higher wages, (b) MORE respect for being a woman doing what has traditionally been labelled a man's job and (c) MORE opportunity. Businesses want more gender equality, there's no reason to not want that. It requires, as other posters have said, trailblazers who are motivated and unafraid to make that change happen. Motivation, lack of fear and trust in your own judgment is what really will get you on these corporate boards in the end, not just the fact that you are a woman.

The women who want to be in the executive suite will get there. In the end, it's not about how many women are in the top echelons, it's about whether there's equal opportunity or not. Amazing fact: not all women want to be top echelon executives. Neither do all men. The worst thing we can do is to implement some kind of affirmative action plan where lesser qualified women get promoted over more qualified men. That kind of program kills initiative and it breeds incompetence at the top. Actually, women have it over men right now--with far more enrolled in colleges and universities than men. They also live longer and control more wealth. So please find another "crusade"!

Stop and find out if women exist in the upper echelons at a given company. Are there any women in the executive suites or on the board of directors? If you can’t find any, watch out. === Funny. My least two EHS contractor jobs were "led" by men who promoted women in each instance with much lesser qualifications over me. Naturally, they both have seriously high turnover rates. Of course, that should be expected. Any company that hires a Bangladeshi women with signs of arsenic poisoning just for "feels" gets its just dessert.

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August 4, 2015

Bentley University is named one of the country’s best institutions for undergraduate education in the just-published 2016 edition of The Princeton Review Annual college guide, “The Best 380 Colleges,” (Random House/Princeton Review).