I woke up this morning at 4am thinking how I was going to discuss this debate. True, we should do a lot to promote women
in the cleaning industry, more so than we do now. But of course, this is not just an issue in the cleaning world, but throughout every business sector across the UK.
In my own company, up until fi ve years ago, we had a proportionate number of women on our board. Then one left, two retired, and on today’s board, I’m sorry to say, we only have two out of six, and currently two senior operations managers out of six.
This is an incredibly contentious topic to approach. It must be said, though, that it’s even harder for women wanting to progress up the ranks, because it’s predominantly
women who have household commitments. This industry is hard work: there are a lot of hours, it’s a huge commitment, a lot of your time is eaten away by it. It just doesn’t suit all women.
So what can we do? Well, we promote on merit is the simple answer. Those who are capable of reaching the top should reach the top, and they should not be held back by anyone, or any company.
One thing we don’t want to happen is a quota system being introduced. Someone recently suggested this to me and I’m afraid it doesn’t work like that in the world of business. It isn’t sensible, and you have a danger of employing those who can’t manage the work or who aren’t good enough.
In my company, 60% of the women are cleaners, but we encourage women to seek those promotions, because we want them proportionally
represented on the board who speak on their behalf.
One thing I will say, is that we must, as an industry, be fully committed to proper training. We have several women who are currently training staff, and it’s so important to the future of women in the industry. We are actively training, and actively developing women according to their capabilities, and so too should the rest of the business world.
Douglas Cooke, Chairman of the BCC
www.britishcleaningcouncil.org
Annual media lists, detailing the ‘top ten’ in a variety of spheres, nearly always provoke furious debate, but they can also
provide inspiration too. Woman’s Hour, one of Radio Four’s fl agship programmes, named their ‘Power List 2013’ earlier this year, and it contained some of the highest achieving women in the world.
A whole host of amazing females, including digital entrepreneur Martha Lane Fox, Professor Dame Sally Davies, Chief Medical Offi cer for England, and singer Adele, provided much to admire and aspire to.
Karren Brady, well-known for her success in the ‘man’s world’ of football, and currently on our screens as part of Lord Sugar’s Apprentice team, also made the list. However,
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in a recent blog on her website she said: “I look forward to the day when it will be unnecessary to discuss the role of women in business. ”
I think she is suggesting that gender should not be an issue, and that women are just as capable as men of holding high-level positions in any business sector – and this includes cleaning. My team are privileged to work with a large number of female clients who are fulfi lling senior roles in cleaning and FM, and achieving incredible results for their companies. They are not afraid to take tough decisions, are adept at motivating their workforces, and are inspiring and professional. But this also applies to our male clients too!
Standards of training, achievement and innovation are rising rapidly in our sector, and to ensure that it continues on a upward trajectory we need to attract, develop and retain the best
This month we ask... Is doing enough to encour and can we do more to female managers and d
people for the job – whether male or female. An equal balance is what’s required, and I am confi dent that the cleaning industry is on its way to achieving this. This year saw a woman installed as Master of The Worshipful Company of Environmental Cleaners after all! Perhaps this is a sign of things to come…
Ceris Burns Managing Director, Ceris Burns International
www.cbipr.com
www.tomorrowscleaning.com
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