About the Series
Several potential topics for discussion and further research were identified and views discussed to validate their relevance and importance.
Discussion topics identified were:
- What is the business case for having more women in financial services?
- Are there gender differences in decision-making and leadership styles (i.e., do men and women differ in measurable ways)?
- Are there gender differences in career ambition and workplace motivation?
- Are women less attracted to a career in the financial services – what are the barriers to engagement (the pipeline problem)?
- Do women drop out of the financial sector at higher rates than men?
- What might underlie these differences (evolution, personality, expectations stereotypes, experiences in the workplace)
- What are the implications of evoking such explanations? Are there possible negative implications of relying on evolution?
- Stereotypes about leadership and about gender - and importantly – how they might interact (do we expect certain things from leaders, from men, and from women - but also from male leaders compared to female leaders)
- How do our stereotypes and expectations impact on ambition, job experience, pay differentials, risk-taking, success etc
- Examining how performance can be measured (share price, accounting measures, corporate governance, actual measure of diversity and equality) - and what implications this has for gender (do women perform better on some measures than others)
- What is work-life balance – is it simply about time or is it about experiences, expectations, and identity?
- Can mentoring and networks impact on diversity?
- What can women do?
- What can organizations do?
- What can the sector do?
Gender Diversity in the FS Sector
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