Women and Board Positions

Women on Boards commissioned a detailed survey of the people who have registered on the website in June 2005. There were 376 responses from the 1,800 women registered on the website as of 15 June 2005, representing a sample size of 21 per cent.

The purpose of the survey was to evaluate the performance of Women on Boards and to tap the knowledge of the Women on Boards members in relation to their experience of accessing board networks and directorships. Information about the survey is included at the bottom of this page.

What are the barriers to women on boards?

There were around 320 comments related to the area of barriers to entry for women on boards. Common themes included:

  • Inability to gain exposure and become known
    The inability of women to gain prominence and become personally known to hiring boards. The reasons for this are complex but include not being a part of long term networks. Due to societal issues women have difficulty becoming early members of important school and sports based networks. This phenomenon was often cited as the “boys club”.
  • Work life balance
    Some respondents felt that the work life balance with which they felt comfortable did not allow them to dedicate the time needed to become selected and participate in boards.
  • Skills and experience
    Some respondents felt that they did not currently have the skills and experience required to be selected for participation in boards.
  • Information
    Many women noted that they did not seem to have the same access to information regarding positions that were available as their male counterparts. This was covered in a number of different ways including not being part of the right networks.
  • Male attitudes to women on boards
    The last and most common set of comments is derived from the perception that male dominated boards continue to prefer to appoint men over women solely on the basis of gender. Again this was described in a number of ways comments including references to the “boys club”. In contrast to the first point the cause for this was not just being unknown to board selectors but rather a strong preference by men to select men over women.

How did you get your first PAID break?

There were around 115 comments related to the area of getting your first PAID board position. Common themes included:

  • Was recommended or nominated by someone already known to them
  • Identified an open position through the newspaper or grape vine and applied successfully
  • Was high profile in their industry and was approached
  • Sit on the board of a company they own
  • Became engaged through the current employment role

Below are a range of typical comments:

  • Answered a newspaper ad for a government board
  • Hard work and net working with the boys club
  • I was known by the Chair and C.E.O. and was asked to apply
  • Local Government Councillor
  • Owned the business
  • Through my work position as General Counsel

How did you get your first UNPAID break?

There were around 240 comments related to the area of getting your first UNPAID board position. Common themes included:

  • Having visibility and exposure to members of the board.
    Also includes progression from being an active member or volunteer of a not for profit organisation
  • Recommended or referred
  • Contacts with board through current work role

Below are a range of typical comments:

  • Approached to the President of organisation
  • Being willing to volunteer and commit myself to the organisation
  • By networking through AICD
  • I knew people on the Board
  • I was approached to be on the Committee of a not-for-profit community group
  • Networking with other board members
  • Recommendation by colleague

Why are you a member of Women on Boards?

There were around 340 comments related to the area why the respondent is a member of WOB. Common themes included:

  • Wanting to directly gain a position on a board
  • Wanting to network to gain access to future board positions
  • Wanting to support other women and support them in obtaining board positions
  • To gain the skills that a board member needs
  • To redress the gender balance

Below are a range of typical comments:

  • Because I am convinced that the in-balance is not in this country's best interests - that women as a corporate resource are a wasted resource
  • Because I want to use my corporate knowledge and skills on paid board positions
  • For self education and further opportunities in life
  • I agree in more women on boards & committees; I am keen to progress to paid positions; I am passionate about business
  • I thought it might help -- I have been on lists for years to no avail
  • Interested in networking and personal development opportunities
  • So I [can] increase my knowledge required for being on boards and hopefully get onto a paid board

About the survey

  • Survey respondents: 376 Members of Women on Boards
  • Audience: 1,800 Members of Women on Boards
  • Proportion respondents: 21%
  • Survey Method: Internet based survey instrument
  • Location of respondents: Australia wide
  • Survey execution dates: 15-27 June 2005
  • Source of respondents: Women on Boards
  • Reporting scales: Two scales were used in the survey
  • Almost never (0) to almost always (4) Poor (0) to excellent (7)

Acknowledgement

Women on Boards acknowledges Genroe (Australia) for conducting this survey on its behalf.

Founded in 2003, Genroe clients include market leaders in the insurance, financial services, telecommunications and retail industries. Genroe's services include:

  • Implementing customer retention programs
  • Strategy, design and implementation of product bundling
  • Quantifying and comparing ROCI for all customer investments: direct and indirect
  • Implementing processes that continuously improve ROCI
  • Implementing processes that maximise ROCI for all customer contacts
  • Measuring and optimising the ROCI of the customer experience.

For more information please contact Adam Ramshaw or Tracey Ah Hee on 02 8821 6800 or email: info@genroe.com.au