women in leadership colloquium issues in mexico usc 19 june 2014 ursula heimann gabriela zapata
TRANSCRIPT
Women in Leadership Colloquium
Issues in MexicoUSC19 June 2014
Ursula HeimannGabriela Zapata
What did we want to find out?
Women as leaders
in Mexican credit unions
Their career pathHow did they rise up to a leadership position in
their credit union?
Obstacles facedWhat are important
impediments to their career development in
credit unions?
Supportive actionsWhich actions can be
taken to foster women leaders?
Who did we obtain information from? How?
31
Credit unions
18
CEOs & board members10 men + 8 women
216
Mid to high-level employees & board members110 men + 106 women
Data-based census of Mexican credit unions
working with WOCCU
Structured questionnaire for in-
depth interviews
Survey questionnaire
The 31 credit unions & their boards
Women-led (25.8%)
8
0 women in leadership positions
Boards have women
Women in administrative boards but only… …are chaired by women
1
29
73
4
10 >MXN$500 M* in assets1 Led by a woman
6
1
* ≈ USD$40 M
>50,000 members
Led by a woman
① Fairly homogenous (women/men)
② Very high female participation in leadership
③ High in administrative positions; low in leadership positions
Three broad patters of women’s participation in leadership positions
• The larger the credit union the more likely the CEO and/or administrative board chair is a man.
• Women mostly participate in the leadership of smaller and sometimes mid-sized credit unions, and less so in larger ones
Chance & choice play a role in pursuing a career path
Many CEOs got to their positions by chance rather than choice
Women’s self esteem may influence their choice to pursue a leadership career path
INSIGHTS: Issues that enhance or limit women’s participation in leadership
“All interviewees—both men and women—are strongly convinced that … working conditions in their credit unions are equal for all, with no distinction according to gender and no limitations to participate at any level.
”
“There is no difference;
both men and women
have the same
opportunities.”
CEO (man)
Is there a gender issue?
Size may matter… CU size may have an effect on promotion and career development opportunities
Can afford fewer employees
More multi-tasking
Lower salaries
Less need of highly-skilled staff
More staffing needs
Higher educational & technical requirements
More mobility
Structured working hours
SMALLER
BIGGER
The Mexican data suggest a general perception that women’s participation in leadership positions is not a gender issue.
In your institutional context, is there a gender issue regarding women’s leadership?
“Overall, interviewees
see their career path
within a credit union as an
individual one, not influenced
by gender affairs.”
1What is your experience?
Personal attributes matter, as do technical skills
LOYALTYTRUST
Integrity
Honesty
Credibility
Eag
ern
ess
Sense of responsibility
Service-
orientation
Problem-solving
TECHNICAL SKILLS
While caring for family is not seen as an obstacle, having a support network is key
Having family or a support network to help care for elderly parents and/or children plays an important role in allowing women to pursue career opportunities.
“In some remote places, there are
no training centers or
universities. Anyone the
cooperative sends away for training
must be willing and able to take
the time.”
CEO (woman)
Job requirements & local realities play a role too
Time & travel
Culture & tradition (perception of women)
Security concerns due to location of work
2What is your experience?The Mexican case studies suggest that traditional role division schemes as well as (culturally-formed) perceptions of women matter when it comes to choosing a career path.
To what extent do these issues still matter in your institutional context?
How many men do you know who have given up a leadership position to dedicate themselves to family, other interests, etc.?
The role of CEO’s personal preferences, perceptions & two-way stereotypes
I prefer hiring women. They’re more honest and
hardworking. They are good with clients.
I prefer hiring men. They’re more
unconditionally available and versatile. Women can’t change tires and
should not drive alone on highways.
The strongest negative views about women are held by women
“Women are listless, passive, lack initiative, even when given the opportunities to improve. Life should not be made easy for women; they should be able to self-motivate. Women should not be given a chance just for being women. Sometimes, we’re lazy, excuse-prone or selfish.”
CEO (woman)
“Sometimes you must dedicate your life to this to make it work. It you can’t do it, then this is not the job for you.”
CEO (woman)
Career paths of 3 general managers
1 – WOMAN 2 – MAN 3 – WOMAN
Education Ag Engineer Middle school Accountant
Type of CU Rural Semi-urban Semi-urban
Yrs as GM 20 15 8
Members 60,000+ 47,000+ 10,000+
Assets 180 M+ MXN 730 M+ MXN 150 M+ MXN
Employees 165 203 44
Board Chair Man Woman Woman
Type of leadership
“Benevolent autocrat” Participatory Professional
manager
Preference to work with Men Equal Women
3What is your experience?The Mexican case studies suggest that women leaders use varying leadership styles, some of them even at odds with women as employees and leaders.
How do women in leadership positions behave towards other women in your institutional context?
“In general, interviewees consider that participation is open to all, but background, context and circumstance are not the same for everyone. Thus, although “the door may be open” to all, not all are willing or able to walk through it.
”
The legitimacy of personal choice not to participate in leadership
While this in some cases may be due to cultural conditioning, subconsciously affecting a woman’s choice to occupy a leadership position, it may as well be an authentic and legitimate decision not to get involved. Reasons may include lack of interest, lack of pay (board positions are generally unpaid), other priorities (e.g. family, hobbies), dislike for politics.
Also, not all women, who might be able to become leaders, want the burden of the responsibility, as this may result in additional stress, time commitments or other trade-offs they may not be willing to endure. ”
The Mexican data suggest that an important number of women are not interested in being formal leaders in their organization.
What are the reasons why you have seen women opt out of a leadership position?
4What is your experience?
Recommendations to foster women’s participation
① Proposals for further study regarding women’s leadership participation in credit unions
• Study a larger and representative sample of credit unions
• Deeper analysis of selected aspects of female leadership patterns
② Actions to foster women’s participation in general, with a focus on current and future female credit union leaders
• Awareness-raising activities and information
• Leadership training and mentoring programs
• Technical training programs
• Accessory support measures
The Mexican data brought up suggestions for actions to be taken to promote women as leaders in credit unions.
Do you believe that women should focus more on fostering other women?
What are the lessons learned from actions your institution has undertaken to ease women’s participation in leadership positions?
5What is your experience?
