The Institute of Leadership & Management has published a new report, Women in Banking. It investigates why there are so few women in senior roles in the banking sector, the challenges they face and what the industry can do to address the issue. Our recommendations for action apply not just to banking but across all sectors. This presentation takes a step-by-step look at the findings and action points for managers and organisations. You can download the full report from our website: http://bit.ly/zSyCeN

1. Institute of Leadership & Management
Gender diversity
in senior levels
of banking

2. In a competitive global
economy, employee
diversity offers a proven
route to increased
innovation and
organisational performance

3. Employers
increasingly
recognise
gender
should
not be a
barrier to career progression

4. Total number of male and female
employees in the UK banking sector
44.5%
55.5%

5. Total number of male and female
employees in the UK banking sector
44.5%
55.5%
The total number of employees in
the banking sector and related services
(excluding insurance and pensions) is
528,000. Of the total number of employees
44.5% are men and 55.5% are women.

6. Men and women working as
managers in the UK banking sector
70%
30%

7. Men and women working as
managers in the UK banking sector
70%
30%
Although more women work in
this sector, of the 91,000 classed as
managers, just 30% are women

8. ILM surveyed 800 men and
women in banking to find
out why so few women are
promoted to senior levels and
the challenges they face

9. What we found

10. Results show a mix of cultural and
organisational barriers make it difficult for
women to rise to senior levels within banking

11. British banks are unintentionally filtering out top female talent.

12. Banking’s male management culture
identified as the biggest barrier to
female career progression

13. 22%
Only 22% of
respondents believe
people in banking are
promoted on merit alone

14. Half of the women surveyed believe
barriers to progression exist
48% 36%

15. Perception of the existence of
barriers at different levels
Overall 36%
48%
Junior role 38%
38%
First-line management role 33%
56%
Middle management role 33%
65%
Senior management role 36%
55%
Senior level expert 43%
44%
Executive or board level 21%
50%
Other
60%
33%

16. Women, especially in senior levels,
believe barriers exist
Middle management role
65% 33%
Men at all levels are less likely to see barriers facing women

17. The five biggest barriers identified by women

18. Attitudes of senior male managers
72% 53%

19. Greater proportion of men in senior roles
70% 54%

20. Lack of flexible working opportunities
56% 41%

21. Current organisational culture
61% 52%

22. Lack of suitable female role models
41% 33%

23. What can
employers and
organisations do?

24. 87% of women and 67% of men agreed
positive action is needed
87% 67%
Flexible working identified as the number one solution
“There are certainly a number of women I know
who chose a work life balance over seniority and
some leave banking and finance altogether”
said one respondent from our survey.

25. Attract more female graduates
into careers with opportunities
for advancement
Make banking a more desirable
choice for women
For example, promote graduate training
schemes with clear routes of progression.

26. Promotion based on merit, not
hours in the office
Use output-focused, transparent
performance management

27. Measure diversity and
raise awareness
Increase female representation
at all levels of management

28. Create sponsorship and
mentoring programmes
Coaching and sponsorship
between senior men and
aspiring female leaders
“In the past I have had a mentor and it is useful
when it is done well, on the whole mentoring
and coaching is a very beneficial thing”
said one respondent from our survey.

29. Senior female role models
need to be more visible to
encourage other women
“Having grown as a female in the banking
sector there have always been very few
female role models in senior positions”
said one respondent from our survey.

30. Flexible and remote working
for both men and women
Move away from presenteeism
culture and towards effective
implementation of flexible
working practices

31. The solutions are applicable
across all sectors
These are essential steps towards
improving gender diversity in senior
management levels and diversity in
all areas of an organisation

32. Our conclusion

33. Strong leaders of both sexes are
needed to help banks grow and
compete in a changing market
Women provide a wider talent pool

34. “A big fundamental
step change in culture
is required to push
things through” said one respondent from our survey.
About ILM
The Institute of Leadership & Management (ILM) is Europe’s leading
management organisation. We believe that good leadership and management
holds the key to organisational effectiveness and social and economic prosperity. Sponsored by
For more information visit our website www.i-l-m.com