Not enough women on boards? We should focus on the source of the problem – babies

I can’t help but feel frustrated by the way we are addressing the problem of a lack of women on boards. This is not to undermine the critical issue of insufficient female representation at senior corporate level, but more a realization that efforts to address it are focusing on the manifestation of a problem that is starting much further down the talent pipeline. We know there aren’t enough women on boards, and that this needs to change. But are we really addressing the root causes? There are two key issues. First, are enough women being promoted to the C suite from senior-level positions? Second, are enough women reaching senior-level positions to provide a large enough talent pool from which effective selection can take place? The answer to both questions is patently no.  But the latter is where we should be focusing our efforts – and focusing now, because change will be slow. There are certainly many factors that influence female talent progression, or limit it, but the place to start addressing the problem is the maternity transition – namely, making the leap from being a focused working woman to one managing a family life as well. Research published late last year by the maternity and coaching consultancy Talking Talent highlighted the extent of the problem, with 68% of working parents surveyed for the paper ‘Up, Out or Different’ identifying the maternity transition as the lead pinch point. As someone who is about to go through this transition for the second time within two years, and with the same job, I can vouch for the challenges.  The few months after returning to work after having a baby are hard – really hard – and women need a high level of support from line managers and work seniors as well as home support – spouse, family, childminder – to even begin to think about making it work. Flexible working is absolutely paramount but one that still carries a huge stigma, particularly in City jobs, that working part-time or remotely means your commitment, along with your office presence, has also reduced. Productivity should rule, after all, not presenteeism.  Its not enough for a corporate to boast of a strong flexible working policy – what matters is whether the culture of that firm is conducive to it, and whether a new mother feels comfortable making the request  (no more thoughts, please, that asking means career suicide) and has confidence that her line manager will listen with an open mind. Businesses should be focusing their efforts on educating management, so that women returning to work with the ambition to further their careers feel supported, not pressured, with sponsorship programmes in place for those with clear potential. Do this, and in 10 years’ time The 30% Club and others will have a much easier task in hand.