44 roundtable: women in business ... continued from previous page
should we be asking women to be more like men? Frankly, why should there be a need to ask if there is a proper relationship of trust, risk and reward between employer and employee within a company?“
To overcome this, Edmunds suggested there could be government support through a ’key woman’ insurance scheme, to offset costs of the employee’s pregnancy period.
As a company owner and employer, Edmunds said she would happily pay into such an insurance scheme to gain the benefit of future stability within her business.
Shimmin suggested such a system could be underpinned through National Insurance. But, additional practical help should also be provided for working mothers – after hours support, for example, so that women “didn’t go into meltdown finishing work in time to get to the nursery.“
Current pregnancy legislation – ensuring a mother has the legal right to future work – can detrimentally affect even the best of relationships between employees and employers, Edmunds pointed out. Trust and transparency can suffer.
Kath Shimmin
Dallimore-Fox agreed there shouldn’t be any gender issue. A transparent company pay structure based on individual achievements and performance would resolve the matter. Why should there be clauses in employment contracts disallowing the discussion of pay rates, she queried.
Forrester felt there was nothing wrong with women asking for pay rises, but equally agreed that there shouldn’t be a need to ask. Transparency was the best answer.
Daykin pointed out that a system of known genderless pay grades worked well within Deloitte. “It’s never been an issue. People don’t know each other’s individual pay, but they know their pay grade, and how they can achieve higher pay.“
Clifford said Barclays operated a similar system, and also provided comparative industry pay scales.
Edmunds uses pay bands and ratings within a merit-based system of reward that benchmarks core competencies and performance. Clarify also has a culture of corporate recognition and workplace sharing of an individual’s success.
’Key woman’ insurance . . and long pregnant pauses
Edmunds raised the pregnancy question that businesses find so difficult to answer – ’How to overcome the loss of a valued female employee through pregnancy.’
“It is uncomfortable to admit that for small companies there is increased commercial risk and costs in having a woman in a senior role who you might lose from the business for a period of time.“ Her pregnancy brings a real cost to the business through doubling up to cover her work-role in preparation for maternity leave (up to six months), enhanced maternity packages, maternity cover and making arrangements for her return “in whatever manner she decides to come back.“ Potentially, the cost and operational disruption can hold a business back, she explained. “It’s a big ask, particularly of small companies.“
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Employers become worried about when and under what terms the employee might want to return to work and employees get worried about revealing their personal plans. Edmunds felt it was right to have legislation to protect employees, but it should protect employers equally by encouraging open dialogue and supporting relationships to allow for future business planning.
There was also Roundtable debate on including emergency childcare support within working mother’s employment contracts, and the need to change business and social culture to make it acceptable to allow children within appropriate workplaces.
However, there was an overall Roundtable feeling that this working mothers’ issue was of national importance to UK economic productivity, and should be tackled through a government-led solution.
The Catch 22 of executive presence
Dereza mentioned the lack of female ’executive presence’ in everyday life – public speaking, industry spokesmanship, within the media – due to the Catch 22 lack of senior management role models within businesses.
Forrester: “Confidence is the big thing. Women tend to question their abilities and need to be more empowered within the businessworld, but I’m not sure there’s a quick fix to get women into these roles.“
Shimmin spotlighted the extensive media focus on male sports compared to the scant coverage of women’s rugby, cricket and football, despite England having world-leading teams. Society’s focus needed to change. Sadly, the first thing that society evaluates when a woman gets on a stage to speak is what she is wearing, Shimmin remarked.
Forrester noted that women as well as men were guilty of talking females down.
Drummond suggested a positive step forward would be public speaking training for girls. “Women tend to want to practice and perfect their skills before they use them.“
Dereza has recently written a new book: Insider Nadine Dereza
Morris: “Women need to push themselves forward more and recognise their value. Women in the workplace often do themselves a great disservice by not supporting their female co-workers enough.“
Shimmin: “There is a real need for honesty and transparency in workplace relationships between employers and employees, and an improved understanding about what each is realistically entitled to expect of the other.“
Edmunds: “Keep encouraging women to challenge themselves and move out of their comfort zones.“
*Adamson felt there was a third element to employer-employee relationships – local and central government support. “As the prime minister said: ’The drive for more women in business is not simply about equal opportunity, it’s about effectiveness’. I believe the public and private sectors can collaborate better towards achieving this effectiveness.“
THE BUSINESS MAGAZINE – SOLENT & SOUTH CENTRAL – DECEMBER 14/JANUARY 15
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So, what do women in business really need?
Dallimore-Fox: “Confidence to reach their full potential through their own abilities. Don’t focus on the negativity of the barriers, but the positivity of their own career actions.“
Daykin: “Companies should look to promote for the right qualities, not just the same ones.“
Drummond: “More overall support from the Government and businesses, and social acceptance, for women who take maternity leave and want to come back to work.“
Clifford: “Remember that you have a choice in life, and it is your choice.“
Forrester: “More support when going back to work. That would make a huge difference in this battle.“
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