The Nature and impact of organisational activities to advance women in management in Australian firms

Despite extensive efforts to improve the number of women in organisational management positions recent research on the participation rate of women in management show modest results. This article reports on a study to review the actions of thirty Australian organisations within three industry groups; Finance and Insurance, Construction and Engineering, and Health and Community Services to create 'female friendly' work environment and enhance and support women into managerial roles. The study uses both quantitative and qualitative methods. Quantitative data is gathered from organisations' compulsory annual reports to the Equal Opportunity for Women Agency. This data includes workplace profiles that outline the various roles within the organisation and the gender profile of these roles. The reports also qualitative data gathered through semi‐structured telephone interviews conducted in 2006 with Human Resource managers or their representatives within organisations to provide some richness of insight into the operation and impact of activities supporting women. The data shows little improvement in managerial representation by women during the period 2002 to 2005 despite extensive activities designed to make firms more 'female friendly'. The qualitative data suggests that many women feel unable to find a balance between work and family roles and elect to opt out of managerial careers. In particular respondents drew on the lack of flexibility in managerial roles (such as part-time roles or job sharing) as an important element influencing women's decisions to leave managerial positions.