New CMI analysis reveals the UK economy will need 2 million new managers by 2024 – and 1.5 million will need to be women if we are to achieve gender balance in UK management teams.
At junior management levels the ratio of male and female managers is balanced, but the proportion of women managers falls dramatically by middle management, resulting in a small talent pool of senior women managers for recruitment to executive management.
Why does this happen? Sure women care for children, elders and dependants but increasingly so do men.
Why don’t these women rejoin the workforce at senior levels? Could it be an over focus on the technical requirements of a job and an undervaluing of the core skills of management and leadership? With the increase in mid-life sabbaticals, the loss of talented men and women from the leadership pool is likely to increase unless we reconsider our approach to recruitment and rehiring.
What’s your view on why we lose such a high proportion of women managers by middle management? And more importantly what do we do about it?
- Blueprint for Balance – a set of free resources to enable organisations and individuals to encourage, develop and support women managers throughout their career
- Increasing the number of women in middle management positions
- Enabling men as agents of change
What one thing do you recommend all managers should do to stem this expensive loss of experience and expertise? Share your thoughts with Jo Strain, CMI Southern Region lead for Diversity and Inclusion in the Workplace.
You can keep up to date on the initiative by following #cmiwomen on Twitter and through our regular CMI Southern blogs.
Jo Strain, CMI Southern Region lead for Diversity and Inclusion in the Workplace