Women Managers and Execs Believe `Image' Is More Than Twice as Likely to Be a Factor for Women (90%) Than Men (37%) For Career Progression
Only four in ten (37%) feel that overall image (looks, personal image, etc) is a factor and has an impact on career progression for men (9% large, 27% moderate), while one quarter (24%) feel it is not a factor, and four in ten (39%) feel it is a small factor. On the other hand, nine in ten (90%) feel overall image is a factor and has an impact on career progression for women (52% large, 38% moderate), with only 2% saying it is not a factor at all, and 8% saying it is a small factor.
While image may have an influence on career progression in the eyes of many female executives, opportunities for career progression are not perceived to be influenced by the gender of a woman's immediate superior. Less than half (44%) say it is no different whether a woman's superior is a woman in her chances to obtain a managerial position, while one quarter (26%) say the chances are better and three in ten (30%) say the chances are worse with a woman as a superior. Likewise, less than half (49%) believe it is no different if a woman's superior is a man in her chances to obtain a managerial position, with one quarter (26%) believing the chances are better, and one quarter (25%) believing the chances are worse with a man as a superior. Subsequently, six in ten (60%) women would trust both a male and female superior equally to help their career progression. One in five would trust a woman (18%) or man (22%) more.
The fact that women mostly do not believe their career progression depends on the gender of their superiors, they do attribute other factors to their barriers to career progression. Three quarters (77%) believe that women need to work harder and longer hours than men in order to prove themselves in management and executive roles (30% strongly/47% somewhat), while one in five (23%) do not agree this is the case (8% strongly, 15% somewhat). In fact, two thirds (65%) believe that women are better leaders than men (12% strongly, 53% somewhat), while one third (35%) do not agree women are better leaders than men (4% very, 30% somewhat). The biggest reason why women are better leaders than men, among those who agreed with this statement, is that women are better communicators than men (62%). Other reasons include:
- Women are more organized than men (60%)
- Women are more empathetic than men (55%)
- Women have a better understanding of the needs of their employees (55%)
- Women are more open to changing their approach than men (54%)
- Women have better instincts than men (39%)
- Women are more invested in an organization's success than men (25%)
Managing work and family (61%, up one point/19% very/42% somewhat) is the greatest challenge for women in the progression of their career to management. Those with children (86%) found managing work/personal life significantly more challenging compared to those without children in the home (53%). Other obstacles providing challenges in career advancement among women were:
- External factors like a recession/overall job loss (56%, up 8 points/15% very/41% somewhat) has climbed to the second greatest obstacle,
- Limited opportunities in the Canadian market (53%, up 3 points/14% very/39% somewhat) ,
- Being welcomed into and trusted in the established senior management team (48%, up one point/11% very/37% somewhat),
- Outdated perceptions of women in managerial/executive roles (48%, down 3 points/15% very/32% somewhat), and
- Lack of female mentors/training (47%, down 2 points/13% very/34% somewhat).
While outdated perceptions of women in managerial/executive roles has decreased slightly as a barrier to career advancement, there are still perceptions of a glass ceiling or divide when it comes to workplace opportunities. Salaries remain the greatest divide, with eight in ten (78%, up 1 point) seeing a noticeable divide (36% very large/42% moderate) in salaries between men and women. Only 7% believe salaries are perfectly equal with men, and 15% only notice a small divide.
Similar to last year's findings, promotions are also seen as a source of divide between men and women. Seven in ten (72%, unchanged) believe there is a divide between the sexes in promotions (27% very, 45% somewhat), while only 8% believe promotions are given equally, and one in five (20%) see a small divide. Other divisions seen in the workplace are:
- Getting the best jobs/tasks/projects (70%, up 1 point/26% very large/44% moderate vs. 22% small/8% no divide)
- The ability to have influence in making important decisions (67%, down 3 points/25% very large/42% moderate vs. 23% small/10% no divide), and
- Travel opportunities (57%, up 4 points/18% very large/39% moderate vs. 27% small/16% no divide)
Family is greatest fear of companies looking to promote...
Bolstering the perception that managing work and family is the biggest obstacle for women, women executives and managers also believe that the desire to start and maintain a family is the biggest fear among companies when promoting women to an executive position. Half (49%) believe that absences due to family obligations and one quarter (24%) believe that possible maternity leave are the biggest fears of companies when promoting women. One in ten believe perceptions of women in managerial roles (12%) and the leadership capacity of women (8%) are the biggest fears, while only 7% say companies do not fear any of these things when promoting women to executive-level positions.
No increase in sponsors or mentors...
While majority agree a significant effort has been made to increase female participation, Canadian organizations/industries can still provide better resources and opportunities for women to obtain these top-level positions. In fact, only 16% of women say their organization has provided a sponsor or mentor to help in their career path (vs. 84% have not been provided a sponsor or mentor). The most mentioned opportunity to support women to obtain managerial/executive positions is having more flexible work arrangements (60%, down 5 points). Other recourses or opportunities for career advancement are:
- Better mentorship or advocate programs designed for women seeking managerial/executive experience (53%, up 2 points),
- Stronger emphasis on diversity in managerial/executive positions (52%, no change), and
- Training and development programs uniquely designed for women to develop leadership competencies (48%, up 7 points).
These are some of the findings from an Ipsos Reid survey conducted between August 9th to 13th, 2013, on behalf of Randstad. A sample of 501 women who held managerial/executive roles in their organization were interviewed online. Individuals were disqualified if they did not meet management criteria. Weighting was then employed to balance regional composition according to Census data and to provide results intended to approximate the sample universe. The precision of Ipsos online polls is measured using a credibility interval. In this case, the poll is accurate to within +/-5 percentage points had all women holding managerial/executive roles in their organizations been interviewed online. All sample surveys and polls may be subject to other sources of error, including, but not limited to coverage error, and measurement error.
For more information on this news release, please contact:
Sean Simpson
Associate Vice President
Ipsos Reid Public Affairs
416.572.4474
[email protected]
About Ipsos Reid
Ipsos Reid is Canada's market intelligence leader, the country's leading provider of public opinion research, and research partner for loyalty and forecasting and modelling insights. With operations in eight cities, Ipsos Reid employs more than 600 research professionals and support staff in Canada. The company has the biggest network of telephone call centres in the country, as well as the largest pre-recruited household and online panels. Ipsos Reid's marketing research and public affairs practices offer the premier suite of research vehicles in Canada, all of which provide clients with actionable and relevant information. Staffed with seasoned research consultants with extensive industry-specific backgrounds, Ipsos Reid offers syndicated information or custom solutions across key sectors of the Canadian economy, including consumer packaged goods, financial services, automotive, retail, and technology & telecommunications. Ipsos Reid is an Ipsos company, a leading global survey-based market research group.
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About Ipsos
Ipsos is an independent market research company controlled and managed by research professionals. Founded in France in 1975, Ipsos has grown into a worldwide research group with a strong presence in all key markets. In October 2011 Ipsos completed the acquisition of Synovate. The combination forms the world's third largest market research company.
With offices in 85 countries, Ipsos delivers insightful expertise across six research specializations: advertising, customer loyalty, marketing, media, public affairs research, and survey management.
Ipsos researchers assess market potential and interpret market trends. They develop and build brands. They help clients build long-term relationships with their customers. They test advertising and study audience responses to various media and they measure public opinion around the globe.
Ipsos has been listed on the Paris Stock Exchange since 1999 and generated global revenues of e1,789 billion (2.300 billion USD) in 2012.
