WOMEN IN THE BOARDROOM
OR NOT?

28 September 2009 and EBRD, London EC2A 2JN

Chaired by: Richard Hooper CBE, Chairman, Artilium plc
Panel: Dr Tracy Long, Founder, Boardroom Review
Dame Deirdre Hutton, CBE, Civil Aviation Authority
Anna Morozova, CEO, BMW Group Financial Services, Russia
Kathleen O’Donovan, Non-Executive Director, Prudential

WiPP members joined Women in Telecoms & Technology for a panel discussion on Women in the Boardroom.  For Dr Tracy Long, the blockage point is at senior management level when women do not get executive positions.  In addition, even in these positions, the current tendency to reduce the size of Boards means the executive positions are dropped in favour of retaining just the CEO and Finance Officer.  There are fewer opportunities to gain Board experience.

Dame Deirdre Hutton pointed out there is a difference between outright discrimination and a person simply not being up to the job.  Protocols, for example, recruiting only people with “gravitas”, or posing questions with the expectation of a particular response, means that recruitment outside of an existing company image is difficult.  Interviewers need to be trained to see the different ways people present themselves.  Deirdre warned that Boards are not for “shrinking violets” and if women want to serve on them, apart from being properly qualified, they will need to “ooze authority”.

Anna Morozova said she had never been conscious of being a woman - she just wanted the job.  She stressed her professional skills and knowledge, and took advantage of working in an emerging market.  She felt she was broader minded and more globally educated than most Russians, and this gave her the edge over other applicants.

Kathleen O’Donavan pointed out the supply line problems.  There is demand for more women on Boards but suitable candidates are hard to find.  Women need to be in the right place and this means they need to: 

• Understand the Board role and structure, and the type of Board eg charity or NDGBs etc
• Understand the selection process
• Realise that they don’t need to know everything but highlight proven track record and experience
• Fill in any gaps in knowledge by attending specific seminars and training.

The speeches were followed by a lively question and answer session, after which the 70 participants continued to network at a reception.