Gender-related factors in career progression: a research report for the Centre for Excellence in Leadership and the Women's Leadership Network March 2007 (English Edition) [Kindle-editie] beoordelingen het boek quotes

The Centre for Excellence in Leadership (CEL) was set up in 2003 as a leadership college for the post-16 sector with the remit to ‘improve the standard of leadership, and the diversity and talent pool of leaders in the sector’. The Women’s Leadership Network (WLN – formerly Network for Women Managers, NWM) has recently relaunched its networking activities in order to address the response from an online survey by CEL in 2006 which indicated that 55% of the 320 respondents expressed an interest in joining a network to support their professional development and career progression. In this context, CEL has commissioned research to: provide information about the numbers and profiles of managers in further education (FE) explore gender-related enablers and barriers to career progression identify interest in, and possible roles for, the relaunched WLN. This report presents the findings from the research which was conducted through a survey, interviews and statistical analysis. The findings suggest that women as well as men are contributing to leadership and management of the FE sector in substantial numbers and at every level. The data reported here confirms other statistics which show that,compared with the national picture for all occupational sectors, women are well represented in education management.However, the profile data shows that: women are over-represented in first line management roles women continue to be under-represented at senior management levels and on governing bodies minority ethnic groups are under-represented in all management levels, particularly at second tier level. An initial consideration of high levels of participation by both genders suggests much progress in terms of gender equality. More detailed consideration revealed that there is still a significant ‘glass ceiling’ effect in the FE sector and disproportionate levels of under-representation of black and minority ethnic (BME) managers. The individual data from the survey reveals important contributory factors linked to the impact of career breaks and levels of domestic responsibilities on career progression for women. The report includes a list of useful recommendations that would minimize barriers for women employed in the further education sector.