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a The role and contribution of women in the Scottish economy
The role and contribution of women in the Scottish economy
womenomics: Scotlandn. The theory that women play a primary role in economic growth
i The role and contribution of women in the Scottish economy
Foreword from Professor Lesley Sawers ii
Introduction from the Secretary of State for Scotland iii
Executive Summary v
1. Background 21.1 Definition 2
2. Review Scope 4
3. Methodology 6
4. Scottish Women and the Economy 8KeyFindings 84.1 EmploymentandInactivity 94.2 TheGenderPayGap 114.3 EducationandSkills 134.4 Family,CareRolesandUnpaidRoles 14Conclusions 16
5. The Scottish Gender Ecosystem 18KeyFindings 185.1 TheScottishGenderEcosystem 18Conclusions 20
6. The Business Evidence Base 24KeyFindings 246.1 WhatisHappeningandWhatDoWeKnow? 246.2 WomeninLeadership 266.3 Women’sEntrepreneurship 286.4 TheNordicExperience 29Conclusions 32
7. The Thousand Voices 34KeyFindings 347.1 Methodology 347.2 ConsultationsandDiscussions 34Conclusions 387.3 SurveyResults 38
8. Final Conclusions and Recommendations 468.1 Conclusions 468.2 Recommendations:DeliveringtheChange 47
9. References 54
Appendix A: UK and Scotland: Additional Background 56
Appendix B: Survey Questions 60
Contents
ii The role and contribution of women in the Scottish economy
Foreword from Professor Lesley Sawers
Thecurrentfocusonequalitiesandtheroleandcontributionofwomentotheeconomyandtobusinessgrowthisbothtimelyandwelcome.
Sinceenteringtheworkforceoverthirtyyearsago,likemanyotherwomen,Ihavewitnessedveryslowprogressontheissuesandchallengesfacedbywomenintheircareersandincaringroles.Thisviewisonesharedbymanyothers,bothmenandwomen,whoincreasinglyrecognisethatweneedachangeinattitudes,cultureandworkplacepracticeifwearetounlockthefulleconomicpotentialofourpopulation.TheseindividualsarethemselvescommittedtotheprinciplesofwomenomicsandtheeconomicbenefitsandbusinesscontributionthatgenderequalitycandeliverbothtotheworkplaceandtheScottisheconomy.
ThisReviewhasfocusedonunderstandingtheroleandcontributionofwomenintheScottisheconomy,butmostimportantly,Ihavesoughttouse,applyanddevelopthebodyofevidencethatexiststoidentifyanactionplanandseriesofrecommendationsthatwilldeliverlastingchangeforgenerations.ThisactionplanhasbeendevelopedthroughdiscussionandconsultationwithmanyworkingwomenacrossScotland.Indevelopingthisplan,Iacknowledgetheworkofmanyotherswhohavebuiltthebodyofevidenceanddata.IwouldalsoliketothankthosebusinessesandorganisationsacrossScotlandwhohavesharedtheirviewsandgenderknowledgewithme.Mostimportantly,IwishtothankthemanywomenacrossScotlandwhohavegiventheirtime,sharedtheirissues,hopesandambitionsandgivenmeawindowintotheirfamilyandworkinglives.Theirvoicesneedtobeaddedtothegrowingbodyofwomenomicsevidence.
IamgratefulforthesupportofAlistairCarmichaelMP,SecretaryofStateforScotland,inallowingmetoundertakethisReviewasamemberofhisScottishBusinessBoard.IwouldalsoliketothankmyfellowScottishBusinessBoardmembers,whohavesharedtheirexpertiseandcontributeddirectlytothebusinessandsectorevidencecollected.
IwouldliketoacknowledgethesupportIreceivedfromtheScotlandOfficeteamunderthedirectionofMargaretPorteous.SpecificmentionneedstobemadeofTereasaBell,JenniferStaermose-Johnson,SvenBaazandStephenGildea.AndIwouldalsoliketothankJaneGottsforhercontributiontothiswork.CompletingthisReviewinthetimescalesestablishedwasdueinlargeparttotheireffortsandsupport.
Ultimately,ItakeresponsibilityforitscontentandtheConclusionsandRecommendationsmade.However,IhopethatthisReviewwillbeseenasthestartingpointfor“DeliveringtheChange”throughabusiness-focusedActionPlanthatcanmoreeffectivelyleverageallthetalentsofwomentohelpgrowanddeveloptheScottisheconomy.
Professor Lesley Sawers
March2015
iii The role and contribution of women in the Scottish economy
Introduction from the Secretary of State for Scotland
Thecreationofafairandprosperoussociety,basedonsustainableeconomicgrowth,isthekeyaspirationthatdrivescoalitionGovernmenteconomicpolicies.
Weshouldnot,however,beblindtothefactthatwearesomewayfromachievingthatgoal.Formanywomeninparticular,disadvantageanddiscriminationareafactoflifeintheworkplace.Thatmustchange.
ThegenesisofthisreportlayinaroundtablediscussionintheScotlandOfficetomarkInternationalWomen’sDay2014.Thoseparticipantscamefromawiderangeofbackgroundsbutallhadasimilartaletotell.Itwasoneoffrustrationatabusinesssystemandcommunitythatfailedtorecognisegenderinequalityasarealissue.Asthediscussionprogressed,itwasclearthattherewasamissinglink.Thereisamultiplicityofinstitutionsacross(andbeyond)governmentbutnoonewasprovidingtheholisticandstrategicview.ThatwashowLesleySawers’Reviewwasborn.
InScotland,wehaveaskilled,talentedanddynamicworkforcethatshouldbewell-placedtoparticipateinandtodeliverprosperity–butthisneedstobetruefortheentireworkforce.Soitisimperativethatwerecognise,understandandsupporttherolethatwomenplayindrivingthateconomicgrowth,andthecomplexstrandsinwomen’sworkinglivesthataffecttheirroleandpotential.
TheissuewasadoptedbytheScottishBusinessBoardasoneoftheirkeydiscussiontopicsandIamfortunatethatProfessorLesleySawersfromGlasgowCaledonianUniversity,oneoftheBoardMembers,agreedtoleadanindependentreviewintothisveryimportantandcomplexarea.
Overthepastsixmonths,Lesleyhasshownphenomenalcommitmenttothistask:collectingahugeamountofevidenceandknowledgeonhowwomencontributetotheeconomy.Shehas
consultedwidelyacrossScotland,examiningtheculture,behavioursandpoliciesthathelp(orhinder)women’skeyroleindrivingbusinessgrowth.
Ihavebeenprivilegedtobepartofsomeofthesesessions.Theyhaveallbeenfascinating.WhetherspeakingtoyoungprofessionalwomeninEdinburgh,femaleprofessionalsworkingintheoilandgasindustryinAberdeen,orwomenworkinginthetechnologicalandengineeringfields:allhaveprovidedaninsightthathasbeencompelling.
Iamthoroughlygratefultoallwhohavetakenpart.TheyhaveallcontributedtoapieceofworkthatIbelievewillhelptomakeprogressforfuturegovernmentsinthisareamucheasiertoachieve.
ItgoeswithoutsayingthatIamgratefultoLesleyforhereffortsinproducingthisreport,andIamgratefultoGlasgowCaledonianUniversityforallowinghertodeliverthispieceofwork.IwouldalsoechoLesley’sownthanksforthehelpandsupportshehashadfromtheScottishBusinessBoardandmembersoftheScotlandOfficeteam. WehavemaderealprogresstowardsgenderequalityintheUK.BoththeUKandScottishGovernmentsalreadyhavearangeofpoliciesandactionstacklingspecificissuessuchaslowpay,child-careprovision,boardmembershipandSTEMeducation.Therearenowmorewomeninemployment,andmorewomen-ledbusinessesthaneverbefore,andthegenderpaygapisthelowestonrecord,withwomenunder40whoworkfull-timeactuallyearningmorethanmen.ThepartnershipofGovernmentwithbusiness,workingtogetmorewomenintoseniorpositions,isalsoproducingresults:since2011,wehaveseenanincreasefrom12.5%to23.5%femalerepresentationonFTSE100boards.
iv The role and contribution of women in the Scottish economy
Scottishindividualsandbusinessesthereforehaveaccesstoalargerangeofsupport.Butakeyconclusionofthisreportconcernstheneedformuchbettercoordinationofalltheseinitiatives.ItisincumbentonScotland’stwoGovernments,alongwiththenumerousprivateandpublicsectororganisations,toworktowardsthattrulycoordinatedapproach.
Withacontinuedwillingnesstoworktogethertotacklethecultureandbehavioursthatholdwomenbackfrommakingtheirfullcontributiontoeconomicgrowth,wecanmaximisewomen’spotentialtocontributeconfidentlyusingalltheirtalentsandopportunities.Thiswillbenefitusall.
Ioriginallycommissionedapieceofworkwhichhasbecomeareport.Infactthatreportisnottheconclusionbutismerelyasignificantstagingpostonajourneywhichwillcontinuelongafteritspublication.Ilookforwardtobeingpartofthatjourneyalongwithmanywhohavecontributedtothisreport.
Alistair CarmichaelSecretary of State for Scotland
March2015
v The role and contribution of women in the Scottish economy
Executive Summary
ThisReviewhasanalysedandexaminedthescaleandnatureof“Womenomics”inScotland.WehavegathereddataandevidenceonkeyaspectsofwomenandtheircontributiontotheScottisheconomy.
Weknowthat:
■ Scotland’sfemaleemploymentrateis72.4%■ TheGenderPayGapis17.5%inScotland■ Wehaveanagingfemaleworkforce,with
growingcareresponsibilities,concentratedinlow-growthordecliningindustrysectors
■ OfScottish-basedcompaniesintheFTSE100,17outof66boardpositionsareheldbywomen–25%ofthetotal
■ ThereisaneedforbettercoordinationofactivityatUKGovernmentandScottishGovernmentlevelsoninitiativestosupportwomeninworkandthosewhoareself-employed
■ InScotland,menaretwiceaslikelyaswomentostartabusiness
■ TheenterprisegapforwomeninScotlandisestimatedtobe104,480businesses,or32%ofScotland’sbusinessbase,equatingtoa£13bncontributiontoGVA(ora5.3%growthintheScottisheconomy)
ThisReviewalsoconsultedandsurveyedover1,000womenandorganisations.Despitethehighestlevelsofemploymentforwomenandthelowestgenderpaygaponrecord,ourengagementwithwomenacrossScotlandhasidentifiedthattheydonotconsiderthattheyhaveyetachievedgenderequalityintheworkplace,inentrepreneurshiporinthehome.
ThisReviewthereforeconcludesthatthewomenomicspotentialinScotlandissignificant.However,toaddressthischallenge,andtounlockthepotentialtomaximisetheeconomiccontributionthatwomencanmaketotheScottisheconomy,wewillneedtoundertakearangeofspecificmeasuresandactions.
Webelievethat,withinScotland,thereisaneedtoconsiderpolicyandmeasurestoaddress threespecificareas:
1. Mainstream Attitudes and Behaviours2. Measure for Impact3. Mentor and Lead for Change
WeneedtoMainstream Attitudes and Behaviour towardsgenderandequalityintheworkplace,sothatitbecomesthewaywedobusinessorhowwemakeeconomicinvestmentdecisions,nota“women”or“feminist”issue.Similarly,weneedtochangeculturesandbehavioursinthehome,atschoolandinwidersocietysothatweneutraliseprejudiceandsocialconditioninglinkedtowork,caringrolesandcareerchoicesandmaximiselifetimeearningopportunitiesforeveryone.
Weneedto Measure for Impact byintroducing arangeofimpactmeasureslinkedtoscale andexpectedreturnoninvestmentinnationalpoliciesandprogrammestoaddressgenderinequalitiesintheworkplaceandinfemaleentrepreneurship.Weneedtoensureacoordinatedandjoined-upapproachbybothGovernmentandtheprivatesector,atRegionalandCitylevels. ThisReviewbelievesthat“ifitgetsmeasured,itgetsdone”.Wealsoneedtomeasurethescale,focusandnatureofworkplaceinnovationwithinScotland,sharingbestpracticeandknowledgeacrossprivate,public,thirdsectorsandfromacademicresources.
Weneedtoensurethat,withinthepublic,privateandthirdsectors,we Mentor and Lead for Change throughaprogrammeofsustained,accessibleandrelevantsupport,mentoringandcoachingprogrammes.Wealsoneedtodemonstrateleadershipandtohaverelevantrolemodelsatschool,workandboardroomlevel.Weneedourpublicagenciesandprivatecompaniestoprovideencouragementandsupportthroughtransparencyinpay,rolesandtrainingopportunities,andweneedtoinvestindevelopingouryoungfemalefutureleaders.
vi The role and contribution of women in the Scottish economy
■ Mainstreaming Womenomics: Creatinga“CollectiveCulture”anddevelopingaGenderActionPlanwithagreedtimescalesandobjectives
■ Coordinating a National Approach: NeedforJoined-UpSolutions
■ Changing Behaviours: Education,FamilyandCulture
Mainstream Attitudes and Behaviours
■ Measuring Policy Impact: DevelopaGenderEqualitiesIndex,measuringeconomicgrowthandtheimpactofgenderpolicymeasuresatNational,CityandScottishLocalAuthoritylevels
■ Return on Investment: Measuresofa“GenderDividend”shouldbeestablished,inadditiontoimpactassessments,measuringnotjustthecostofcapitalallocatedtogenderpolicymeasuresbutalsotheROI
■ Implementing a Coordinated Approach: CreatingaVirtualGenderResourceNetworkacrossScotland,linkingthroughouttheUKtosharebestpractice,knowledge,informationanddata
■ Driving Innovation: Establishacross-sectorScotland-wide“WorkplacePolicyInnovationGroup”
Measure for Impact
■ Investing in Tomorrow’s Leaders: ApplicationofgenderquotasonPublicBoards,with“sunset”clausesandgreaterconsiderationofsupportingyoungerwomenintoleadershiproles
■ Developing the Talent Pipeline: “VoluntaryEqualitiesDisclosureCode”forcompaniesinScotlandinlinewithemergingUKlegislation,butgoingbeyondlegalrequirements
■ Building Confidence and Skills: Anationaljoined-upapproachtofemalementoringprogrammesandimprovedaccesstonetworks
Mentor and Lead for Change
2 The role and contribution of women in the Scottish economy
TheScottishBusinessBoard,anadvisorygroupprovidingguidanceandexpertbusinessinputtotheSecretaryofStateforScotland,alsoidentifiedgenderanditsimpactonScottishbusinessperformanceasanareathattheywouldliketoconsiderinmoredetailaspartoftheiron-goingwork.
Muchoftherecentpublicdebateandnationalpolicydiscussionhasfocusedonissueslinkedtochildcareprovision,boardquotas,femalelabourforceparticipationandbusinessstart-uprates.Whilstrecognisedasimportant,theBusinessBoarddiscussionhighlightedtheneedforawiderandcoordinatedunderstandingoftheissuesandchallengesthatconfrontwomenintheworkplacewithinScotlandinfulfillingtheirpotentialatalllevelsinsocietyandwithintheeconomy.ItwasrecognisedthattherewasaneedtobetterunderstandtheleversandsupportstructuresthatarerequiredtoaddressthesebarriersandopportunitiestoensurethatallScottishwomencanfulfiltheirpotential.
AheadofcommissioningthisReview,theSecretaryofStateforScotlandchairedtwoworkinggroupsontheimpactofgenderinScotland,exploringandexaminingtheseissues.ThesesessionswerealsocomplementedbyaroundtableheldinGlasgowduringthe2014CommonwealthGames,hostedbyJoSwinsonMP,MinisterforEmploymentRelationsandConsumerAffairsandWomenandEqualitiesMinister,focusingongenderandbusinesslegacy.
DiscussionatthesesessionsandbyBoardmembersrecognisedthelinktothewiderissuesofsocialjusticeandinequalityinrelationtoeconomicgrowth;however,itwasagreedthatthetermsofreferenceofthisReviewshouldfocusongenderintermsofitseconomicimpactandcontributiontogrowth,providingabetterunderstandingofthewiderimplicationswithinabusinessandeconomiccontext.
1.1DefinitionTheterm“womenomics”referstotheincreasingrolethatwomenarenowplaying,andwillcontinuetoplay,ineconomiclife,includingincreasedpurchasingpowerontheeconomicandculturalfront.Itsapplicationasananalysistoolrangesfromnation-statemacroeconomics,throughsectororbusinesstalentmanagementtoindividualapplicationataconsumerpurchasingbehaviourlevel.
Itsorigins,asaterm,areattributedtoKathyMatsui,aGoldmanSachsInvestmentAnalystandherteam,whoin1999coinedtheterm“womenomics”intheirseminalreportontheneedforJapantoleveragemorefullytheskills,talentandexpertiseofhalfofitspopulation.EarlierreferencescanbefoundintheUSAfrom1995,whenChrysler’sWomen’sAdvisoryCommitteenotedthatfemalesaccountedfor80%ofallconsumerspending,including$65bnonvehicles.
Inaddition,itsapplicationatabusinesslevelwascoinedbyWittenberg-Cox(2009),whoalsousedthetermwomenomicstooutlinehowbusinessesneedtobecome“savvy”inmanagingtalentandinvestinginleadership.Sheidentifiedthatagender-neutralapproachtobusinesscultures,systemsandprocessescanintegrate,developandsupportfemalecareerprogressionandimproveoverallbusinessperformance. Womenomicsisnowawidelyusedtermandisappliedatbothabusinessandeconomiclevel.
In this Review we are defining “womenomics” within the context of the Scottish economy and identifying how we can address inequality within the workplace and in economic activity. And, most importantly, how we can apply this knowledge and understanding to more effectively leverage “all the talents” of women to grow and develop the Scottish economy.
1. Background
Inrecentyearstherehasbeenarenewedfocusontheissueofequalities,andinparticularongender,theroleandcontributionofwomeninsocietyandtheirparticipationintheeconomic,civicandsocialwellbeingofthenation.ThiswasreinforcedrecentlyattheWorldEconomicForumheldinJanuary2015.
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4 The role and contribution of women in the Scottish economy
TheReviewhasexaminedspecificissueslinkedto:
■ Education,skillsandtraining–includingSTEM,ModernApprenticeships,careerguidance
■ Establishingbenchmarksandmeasuresforexamplewithinpay,labourforceparticipationratesandhoursworked
■ Careerandworkpatterns–bysectorandage■ Businessstart-upandentrepreneurship–
includingaccesstofinance,businesssupportandinternationalisation,personalaspiration,attainmentandlifechoices
■ Womeninleadership,includingwomenonboardsinboththepublicandprivatesectors
TheReviewhasalsosoughttoidentifyareasof“bestpractice”whereknowledgeandexperience
canbesharedacrosssectorsandorganisations,andpolicyactionsthatwillhelpaddresschallengesorsupporteconomicopportunitieslinkedtogender.
GivenexistingworkunderwaybyboththeUKandScottishGovernmentsandotherexpertgroups,thisReviewdidnotcovertheareasoffemalehealth,domesticviolence,criminalorclimatejusticeortheroleofwomenwithinthearts.However,thewiderimpactandcausalrelationshipbetweentheseareasandwidersocialinequalitieslinkedtoeconomicgrowthandperformanceisacknowledged.Inaddition,theavailabilityofinformationanddatadidnotallowustoconductadetailedanalysisonraceandethnicityandwehavethereforeidentifiedaneedforgreaterknowledgeandevidencetobecollatedforfutureresearch.
2. Review Scope2
6 The role and contribution of women in the Scottish economy
3. Methodology
TheReviewbeganinSeptember2014,ledbyProfessorLesleySawersandsupportedbyScotlandOfficeofficials.
ItinvolvedotherScottishBusinessBoardrepresentativesandselectedexternalparticipantsandgroups.ThisReviewhasdrawnheavilyfromtheknowledgebaseandexpertiseofanumberofexistingwomen’sgroups,researchers,academics,privateandpublicsectororganisationsandindividualsbothinScotlandandacrosstheUK.Ithasalsoincludedconsiderationofworkunderwayongender-relatedpolicybytheScottishGovernmentandtheUKGovernmentEqualitiesOfficeandDepartmentforBusiness,InnovationandSkills.Thiscollaborativeapproachhasensuredthatweshareknowledge,learningsandinsightsfrompreviouseconomicpolicyworkongendertoidentifythoseareaswheremoreeffectivejointworkingandjoined-upactivitiescanbeprogressed.
Intotal,over1,000womenandorganisationsfromacrossScotlandhavecontributedtothisReview.TwelvediscussionsessionshavebeenheldacrossScotland,incitiesandruralcommunities.Wehaveconductedone-to-onemeetingsandprobedinmoredetailonspecificissuesandconcernsraisedbywomenacrossScotland.Wehavealsolookedtosupplementtheseviewswithamaleperspectivegatheredwithingroupdiscussionsandthroughindividualinterviews.
Whilstmanymalecontributorswerehappyandcomfortabletodiscusstheissuesofgenderandwomenomicsonaone-to-onebasis,ourReviewhasfoundthattoooftenissuesofgender,leadershipandcareerprogressionareseenastheresponsibilityoftheHRDepartmentorasissuesthataredelegatedtoa“seniorfemalerepresentative”todiscuss.Thisfindingsuggeststhat,withinScotland,wehavesignificantworktodotomainstreamwomenomicsintothewiderbusinessandeconomicdebateandinencouragingmentobecomechangeagentsforgenderequality.
Muchofouranalysisandrecommendationsarebasedonpubliclyavailabledataandinformation,andalsoontheviews,opinions,experiencesandinsightsofthoseindividualsandorganisationswhocontributedtothestudy.Theircandourandhonestyinsharingwithus(muchinconfidence)hasenabledtheReviewtobenefitfromarichnessofpersonalexperienceandinsightsnotpreviouslyincludedinanybusiness-ledreviewsinthisarea.
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8 The role and contribution of women in the Scottish economy
4. Scottish Women and the Economy
“…gender inequality in the labour market is the result of the wider context and circumstances of a structured system of institutions and norms in which gender plays a very important part.”
(Razzu,2014)
4
KeyFindings
■ 51%ofScotland’spopulationarefemaleand49%male
■ Scotland’sfemaleemploymentrate(16–64)is72.4%,abovetheUKaverageof68.5%
■ Scotland’sfemaleinactivityrateis24.5%(thelowestintheUK)buthigherthanmalesinScotlandat18.0%
■ Scotland’smaleunemploymentrate(16+)is6.6%comparedwithfemalesat4.1%
■ ThegenderemploymentrategaphasnarrowedinScotlandfrom10%to5%(UK9.8%)overpastfiveyears
■ Therehasbeenan8%increaseinthenumberofwomenwithsecondjobssince2008
■ Post-devolution(1999)thefemalelabourparticipationratehasbeenonanupwardtrendfrom68.4%(1999)to75.5%(2014)
■ Forallemployees(full-timeandpart-time)thegenderpaygapintheUKisthelowestonrecord19.1%(2014),19.8%(2013)and27.5%(1997).TheequivalentfigureforScotlandin2014waslowerthantheUKasawholeat17.5%
■ 55%ofstudentsinHEarefemale,and 52%inFE
■ 32%ofModernApprenticeships(MAs)traineesarefemale
■ ThemajorityoffemaleMAsareinhealthcare,socialworkorartsandcrafts
■ Ofschoolleavers,29.4%offemaleswentintoFE(26.2%ofmales)and41.3%offemalesintoHE(31.9%ofmales)
■ Thearrivalofafirstchildmarksadramatic fallinworkparticipationforwomen
■ 50%ofwomenreturntoworkwithinone yearofchildbirth,25%withinfiveyears,but10%willnothavereturnedwithineightyears
■ Thegapinearningsbetweenmenandwomenismuchgreaterwiththepresenceofchildren
■ Relativewagesforwomendeclinesteadilyfollowingfirstchildbirth
■ Thereisasharpmovementintopart-timeworkforwomenfollowingfirstbirth
■ Thereisageneraltransitionintonon-permanent,non-supervisoryrolesforwomenfollowingchildbirth
■ Thereisa“doublewhammy”genderimpactinlateryearsforfemaleworkforceparticipationrates,withagrowingolderfemaleworkforceandincreasingcaringresponsibilitiesforelderlyrelativesandgrandchildren
Within this Review we have attempted to deconstruct this complex system and consider the component parts of the Scottish female labour market linking to:
– EmploymentandInactivity – Underemployment – Self-employment– TheGenderPayGap – EducationandSkills – Family,CareRolesandUnpaidRoles
9 The role and contribution of women in the Scottish economy
4.1EmploymentandInactivity
Therehasbeenahugechangeinwomen’slabourmarketparticipationoverthepast50years.Intheearly1960’s,45%ofwomeninScotland(aged16–64)wereinpaidemployment;in2011thisfigurewas66.5%andinDecember2014itwas72.4%.Thiscompareswith76.4%maleemploymentin2014,fallingfrom95%intheearly1960s.
In2014,thefemalelabourmarketinScotlandoutperformedtherestoftheUKintermsoftheemployment,unemploymentandinactivityrates.However,theeconomicinactivityrateforwomeninScotlandisstill6.5percentagepointshigherthanformales(24.5%asopposedto18.0%).Ofthe466,000womenwhowereclassifiedasinactive,29%gave“lookingafterfamily”or“homecommitments”asthemainreasonforinactivity.
Femaleparticipationrates–thoseinworkandthoselookingforwork–inScotlandhave
increasedsince1999,up7.1percentagepointsinthis15-yearperiod.
Similarly,thegenderemploymentgap–thedifferencebetweenmaleandfemaleemploymentrates–inScotlandhasalsobeenonadownwardtrendoverthepast20years.
TherealimprovementinScotlandseemstohavehappenedinthepastfiveyears.Thisnarrowingofgenderemploymentgapscanbepartlyexplainedbythegreaterimpactoftherecessiononsectorsthathavebeentraditionallymale-dominatedsuchasconstruction,manufacturingandtransport.Incomparison,sectorsinwhichwomendominatehavetypicallybeenmoreimmunetotheeconomiccycle,e.g.publicadministration,healthcareandeducation.Razzuetal.(2014)intheirstudyoftheimpactofeconomicrecessionsongenderconcludethatmaleandfemaleemploymentchangesdiffer“becausetheydodifferentjobs”andthat“thisdifferenceisexacerbatedduringrecessionandrecovery”.
Table1: HeadlineIndicatorsbyGenderandRegion,October–December2014
(%) Females Males
EmploymentRate(16–64)
UnemploymentRate(16+)
Inactivity Rate(16-64)
EmploymentRate(16–64)
UnemploymentRate(16+)
Inactivity Rate(16-64)
Scotland 72.4 4.1 24.5 76.4 6.6 18.0
England 68.5 5.5 27.5 78.6 5.8 16.4
Wales 65.3 6.1 30.3 73.1 7.3 21.0
NorthernIreland 62.9 5.4 33.5 72.8 6.1 22.3
UK 68.5 5.4 27.5 78.0 6.0 16.9
Source:ONS
Table2: FemaleParticipationRates(Scotland)1994–2014
Comparison Period PeriodFemale Participation Rate
(16–64)Percentage Point Change
to Latest Period
Latestdata Oct–Dec2014 75.5 +3.2
5yearsago Oct–Dec2009 72.3 +4.0
Pre-recession Oct–Dec2008 71.5 +3.3
10yearsago Oct–Dec2004 72.2 +7.1
15yearsago Oct–Dec1999 68.4 +8.6
20yearsago Oct–Dec1994 66.9
Source:ONS
10 The role and contribution of women in the Scottish economy
Whilstthismayseemintuitive,andthenarrowingofemploymentgaps,participationratesandlabourmarketrebalancingcross-genderiswelcome(thoughnotattheexpenseofmaleemploymentactivity),thenatureofthisstructuralchangewithinthefemalelabourmarkethasitselfexacerbatedstructurallegacyissuesofoccupationalgendersegregation,lowpayandpart-timeworkingconcentrationswithinthefemalelabourmarketwithinScotland,asoutlinedlater.
Scotland Compared with the UKOverthepast12months,intermsoflabourmeasures,womeninScotlandhavefaredbetterthantheircounterpartsacrosstheUK.Theunemploymentrateforwomen,inScotland,is1.3percentagepointslowerthanacrosstheUK
(4.1%vs5.4%),whilstfemaleemploymentis3.9percentagepointshigherat72.4%asagainst68.5%forwomenacrosstheUKasawhole(SPICeLabourMarketUpdateFebruary2015).
Working PatternsLatestestimatessuggestthat26%ofpeopleaged16–64workpart-time.Whenanalysedbygender,thisshowsthat42%ofwomeninScotlandworkpart-timeand11%ofmen(AnnualPopulationSurvey2014;SPICeLabourMarketUpdateFebruary2015).Inaddition,thishighlightsthelikelihoodthatmorewomenworkpart-timeinmidandlatecareerstages,mainlyduetotheprimarychildcareandcaringrolesthosewomenperforminhouseholds.Thesepart-timejobsalsotendtobelessskilledandlowerpaid.
Table3: GenderEmploymentRateGapinScotland
Comparison Period PeriodGender Employment Rate
Gap (16–64) ScotlandPeriod UK
Gender Employment Rate Gap (16–64) UK
Latestdata Oct–Dec2014 4.0 Q42014 9.5
5yearsago Oct–Dec2009 9.4 Q42009 7.6
Pre-recession Oct–Dec2008 9.6 Q42008 11.8
10yearsago Oct–Dec2004 9.7 Q42004 12.7
15yearsago Oct–Dec1999 10.4 Q41999 13.5
20yearsago Oct–Dec1994 13.3 Q41994 13.6
Source:ONS
Table4:WomeninScotlandinPart-timeWorkbyAge(%)
Source:ONS
60%
50%
40%
30%
20%
10%
0%16-64 16-24 25-49 50+
42%
52%
39%
46%
11 The role and contribution of women in the Scottish economy
WithinScotland,thenumberofpeoplewithsecondjobshasincreasedby2%,drivenprimarilybyanincreaseof8%forwomen,butadecreaseof6%formensince2008(ONSdata).
Asapercentageofthetotalworkforce,thenumberofpeoplewithsecondjobshasincreasedfrom3.9%in2008to4%in2014becauseofmorewomennowundertakingadditionalearningroles.
Inaddition,theInstituteforPublicPolicyResearchrecentlyhighlightedthetrendtowardswhattheyterm“maternalbreadwinning”(IPPR,2013).Inthispapertheyhaveidentifiedthatworkingmothersareearningasmuchas,ifnotmorethan,theirpartners.Thistrend,theybelieve,willleadtoanincreaseinwomen’semploymentrates,shiftdynamicsoffamilylifeandalsochangemaleemploymentpatternsandearnings.
Theiranalysissuggeststhat,ataUKlevel,therearenow2.2millionworkingmumswhoaremainbreadwinners,anincreaseof83%since1996–7.Theresearchalsosuggeststhat30%ofallworkingmotherswithdependentchildrenarenowtheprimarybreadwinnerfortheirfamilies,orthatassinglemotherstheyprovidethesoleincomefortheirfamilies.
WhilstthisanalysiswasnotundertakenwithinaspecificScottishlabourmarketcontext,theimplicationsofthesefindingscouldbesignificantwithrespecttolonger-termtrendswithinmaleversusfemalelabourmarketsandwilllikelyrequireareviewoftraditionalgenderstereotypingofcareandworkrolesgoingforward.
4.1.1UnderemploymentUnderemployment,withinalabourmarketcontext,isdefinedaswhenindividualsworkfewerhoursthantheywouldwishtoworkortakeonjobsthatdonotutilisealloftheirskills,andcanprovidean“indicationofunderutilisationoflabour”.TheScottishGovernmentestimatessuggestthatthishasalsobeenincreasinginrecentyears,with11.3%ofwomenwishingtoworkadditionalhoursin2011ascomparedwith10.1%in2008(Scottish
Parliament,2013).Thisisaconcerningtrend,asithighlightsthescaleofuntappedfemalepotentialwithintheScottisheconomy.
4.1.2Self-employmentIn2013therewereapproximately286,000peopleclassifiedasself-employed.Thisequatesto11.5%ofthetotalworkforce,anincreaseof6.5%since2008.Thisgrowthinself-employmenthasbeenmainlydrivenbywomen;ofthisadditional17,000people,13,000arefemale.(ONSdata).
Therearenow94,000self-employedwomeninScotland,anincreaseof16.3%since2008(theincreaseformenwas2.3%).Womennowmakeuparoundonethirdofallself-employedpeopleinScotland(ONSdata).
4.2TheGenderPayGap
Thecausesofthegenderpaygaparecomplexand,asidentifiedbytheScottishGovernment(Women’sEmploymentSummit,2013),arerelatedtoissuesofoccupationalsegregation,lackofflexibleworkingpractices,discriminationinpayandgradingsystems.However,Olsenetal.(2010),intheirstudyintothegenderpaygapintheUK,alsociteanumberofadditionaldriversthatunderpintheUKgenderwagegapincluding,formanywomen,employmentwithinsmallercompanies,shorterjobtenure,slightlylowereducationlevelsofwomeninsomeoccupationsandlowerratesoftradeunionmembership.
However,acrosstheUKtherehasbeenadownwardtrendintheoverallgenderpaygap(medianfull-timeandpart-time),from27.5%in1997tothelowestonrecordat19.1%in2014.ThisisalsotrueforScotland,whereithasdecreasedfrom27.5%in1997to17.5%in2014.(AnnualSurveyofHoursandEarnings(ASHE)November2014).
ThisisalsohighlightedintheScottishGovernmentCommunitiesAnalyticalServicesReport:MaximisingEconomicOpportunitiesforWomeninScotland,March2015.
12 The role and contribution of women in the Scottish economy
4.2.1OccupationalandSectorSegregationResearchbyClosetheGap(2014)highlights “thatwomenworkinginScotlandaremore likelytobeconcentratedincertainindustries.Forexample,48%ofworkingwomenworkinpublicadministration,educationandhealthindustries.Womenrepresentoverhalfofworkersinonly6ofthe20StandardIndustrialClassifications,whereasmentendtobemoreevenlyspreadacrossindustrygroups.Analysisalsosuggeststhatsectorsegregationbygenderhaschangedlittlesince2003.TheirresearchindicatesthatwithinScotland:
■ around80%ofadministrative,secretarialandpersonalservicejobsareundertakenbywomen
■ womenaremorelikelytoworkinthepublicsector(67%localgovernmentand81%NHS),butonlyathirdofchiefexecutiveofficersarewomen
■ 97%ofchildcareandearlyyearseducationrolesareperformedbyfemalesand98%ofclassroomassistantsarewomen
■ lessthan3%ofcharteredcivilengineersinScotlandarewomen
■ 10%ofseniormanagersinscience,engineeringandtechnologyprofessionsarewomen
■ ModernApprenticescontinuetobegendersegregated,wherewomenaccountedforonly2%ofengineersintrainingin2012and93%ofhairdressers”
Table5: OccupationbyGender2011,Scotland
Occupation Female % Male %
Managers&SeniorOfficials 6 10
Professionals 20 17
AssociateProfessionals 12 15
AdministrativeStaff 18 4
SkilledTradespeople 2 22
Caring,Leisure&OtherServices 16 4
Sales&CustomerService 13 6
Process,Plant&MachineOperators
2 11
ElementaryStaff 11 12
Source:AnnualPopulationSurvey(Jan–Dec2011,ONS),ScottishGovernmentWomen’sEmploymentSummitEvidencePaper,2013
OECDresearch(http://www.oecd.org/gender/closingthegap.htm)suggeststhatbetterallocationsofwomenworkersacrossoccupationsandsectorscancontributesignificantlytoeconomicgrowth.Theyestimate(quotingHsieh2012)that17–20%ofUSeconomicgrowthfrom1960–2008wasduetochangingparticipationofunderrepresentedgroupsintheworkforce,includingwomen.ItislikelythatabetterallocationofgenderacrossoccupationalsectorswithinScotlandwouldsimilarlyleadtogreatereconomicperformance.
TherecentreportfromtheUKGovernmentEqualitiesOffice(TheGenderPayGapMatters,Everywoman2015)alsoidentifiedasimilarpictureofoccupationalsegregationataUKlevel.Thereportalsoidentifiedthatwomenarenotaswellpaidinmanyorganisationsasmen,evenwhentheyachievesimilarlevelsofseniority.
Thereportrecognisesthatthismaybeduetodiscrimination,butitalsoidentifiesthatsometimespaygapscanbeattributedtoreasonstheyciteas“unintentional”.Theseareidentifiedwithinthereportas:historicalpayratesfordifferentrolesorjobs;alegacyofmergersandacquisitions;pastdealswithstaffassociations;inconsistencyindiscretionarybonuses;unconsciousbias;andmen’sgreaterwillingnesstonegotiateandaskforpayrises.
Itremains,however,thatthelackofwomeninseniormanagementandexecutivepositionsiswellevidenced.TheOECDestimate(OECD,2012)that,withinOECDcountries,womenearnonaverage16%lessthanmenandthatfemaletopearnersarepaid21%lessthantheirmalecounterparts.Theybelievea“glassceiling”exists,andthatwomenacrosstheOECDaredisadvantaged.Whenitcomestoseniormanagementanddecision-makingroles,thisbecomesmorepronounced,withonly1womanin10foreverymanatboardlevel.Thislackoffemaleprogressionintoseniormanagementrepresentsasignificanttalentlosstotheeconomyandmanypublicandprivatesectororganisations.
13 The role and contribution of women in the Scottish economy
4.3EducationandSkills
TheOECDestimatethatgreatergenderattainmentineducationhasaccountedforapproximatelyhalfofeconomicgrowthinOECDcountriesinthepast50years,deliveringanaveragegrowthof2.1%perannumfor30countriesfrom1960–2008(OECD,2012).
Tomaximisewomen’scontributiontoeconomicgrowth,itisimportanttoensurethatyoungwomenareleavingeducationwiththeskillsthatwillbeindemandinthefuture.TheWomen’sBusinessCouncilhaveundertakenextensiveanalysisintoeducation,skillsandcareerchoicesofyoungwomen.Theyhavelabelledthisthe“startingoutstage”,andFigure1identifiesthecomponentstages.
WorkundertakenbytheWomen’sBusinessCouncil(WomenandtheEconomy:GovernmentActionPlan,2013)identifiedthatthechoicesyoungwomenmakeabouteducationandcareersareshapedbytheinterplaybetweenculturalmessages,peerandparentalpressures,peopletheymeetfromtheworldofworkandtheirindividualself-determination.Theyalsoidentifiedthatstereotypesabout“men’swork”and“women’swork”areastronginfluence,evenatprimaryschool,andGCSE/Highergradelevelgenderedcareerambitionsareclearlyevident.
Evidencesuggeststhat,withinScotland,youngwomenconsistentlyoutperformyoungmenatallstagesofeducationandatallattainmentlevels(ScottishGovernment“Women’sEmploymentSummitEvidencePaper”,2013).Asintherestof
Figure1: StartingOutStages
Source:Women’sBusinessCouncil,Evidence,StartingOut(amended)
External Influences People Teaching Availabilityofinformation
Educational choices Subjectchoice
Nationalqualifications
Highers AdvancedHighers
Educational attainment Results National1-5 Higher(new) AdvancedHigher(new)
Entry into the market Occupations Pay Attainment asadeterminant
Inactivity NEETs Maternity
University Higher Education
Apprenticeship / job with training
Individual attitudes Attitudesperception
Ability Knowledge
Constraint Attainment Providers Stereotypes Lackofinformation
Socio-economicstatus
Work experience
14 The role and contribution of women in the Scottish economy
theUK,youngwomenaremorelikelytostayonatschoolandtogointofurtherandhighereducation.Genderdifferencesarestronglyevidencedinsubjectchoiceatschool,inhigherandfurthereducation,andinModernApprenticeships(althoughthereisevidenceofmovementovertimeinsomeareas–forexample,whentakentogether,entriesforthethreemainscienceHighersubjectsshowstronginterestinsciencelearningfrombothgenders).
ThisfindinghasbeenconsistentwithinourScottishresearchbase,withmanyparticipantsinourReviewhighlightingtheimportanceofrolemodels,familyandpeergroupsininfluencingcareerandsubjectchoiceatschoolstage.Whilstwerecognisetheconsiderableeffort,resourcesandsupportgivenbymanyindividuals,businesses,tradeandprofessionalorganisationstolocalschoolsinthisarea,wewouldechotherecommendationsoftheWomen’sBusinessCouncilinidentifyingtheneedforamoreeffective,joined-upapproachfrombusinesses,careersadvisors,parentsorguardiansandschoolstopromotingcareerandsubjectchoicetoyoungwomen.
Asignificantreport,“EducationWorkingForAll”,waspublishedinJune2014bytheindependentCommissionforDevelopingScotland’sYoungWorkforce,chairedbySirIanWood.Itrecognisedthat,withinScotland,“genderstereotypingineducationdoesexistasdoesgendersegregationinasignificantnumberofoccupationsandcareersyoungpeoplepursue”.ThereportcitesanumberofexamplesofgenderimbalancewithinModernApprenticeships,withonly3%femalesinengineeringand3%malesinchildcare,concludingthatthree-quartersofModernApprenticeshipshaveagenderbalanceof75%/25%orworse.Thereportalsohighlightsthatthistrendcontinuesintofemaleparticipationratesinkeygrowthsectorssuchaslifesciences,renewablesandIT.
Thissubjectofcareerchoicehasacontinuedimpactintermsofearningsandthetypesofroleswomenundertake.Itisestimatedthat22%ofthegenderpaygapcanbeexplainedbytheindustriesandoccupationswomenworkin(Olsenetal.2010).
4.4 Family,CareRolesand UnpaidRoles
Starting a Family and the Effect of ChildcareConsiderableresearchhasbeenundertakenintotheeconomiccaseandrationalefortheprovisionofimprovedchildcareprovisionwithinScotland.
Thishasbeenchampionedbytheworkofaleadingeconomist,thelateProfessorAilsaMcKay,supportedbytheWomeninScotland’sEconomyunit(WiSE,2013)TheEconomicCaseforInvestinginHighQualityChildcare).ProfessorMcKay’sworkhashelpedinformboththedeliberationsoftheScottishGovernment’sCouncilofEconomicAdvisersandtheScottishGovernment.
TheCouncilofEconomicAdvisorshashighlightedthepotentialeconomicbenefitsofimprovingchildcareprovisioninScotland(CEA,SecondAnnualChairReportMay2014).Itisnotedthat“thecombinedeffortsoftheScottishWomen’sBudgetGroup,theEqualOpportunitiesCommitteeoftheScottishParliamentandtheScottishGovernment’sEqualityandBudgetsAdvisoryGrouphaveresultedinamore‘equality’awareapproachtotheresourceallocationprocessinScotland”(McKay,OpenDemocracy11April2013)thanwithinotherpartsoftheUK.However,theresultsofthisapproachinaddressingequalityoutcomeshaveyettobedetermined.
ThecaseforexpandingchildcareprovisionwithinScotland,andthefinancialimpactitwillhaveontheeconomy,iswellmade.ItisnottheintentiontodetailthisextensivebodyofworkinthisReview.Ratheritwillhighlightthepotentialeconomicbenefits,onboththedemandandsupplyside,fromexpandingchildcareprovision,andreducingbarrierstowomen’slabourmarketparticipation(ScottishGovernment,2014).
In2014,theTUCpublished“ThePregnancyTest:EndingDiscriminationatWorkforNewMothers”,whichidentifiedthat,withintheUK,pregnancyandmotherhoodcanstillseriouslyimpactuponawoman’scareer.Thisreportidentifiedthat,evenin2014,andwithprotectivelegislationinplace,around25%ofwomendonotreturntoworkafter
15 The role and contribution of women in the Scottish economy
maternityleave,andoneinsixofthemumswhodogobackchangejobsbecausetheiremployerwillnotallowthemtoworkreducedorflexiblehours.
ScottishGovernmentresearchhasalsoidentifiedthatstartingafamilycanhavenegative,long-termconsequencesonfemalelabourmarketparticipation.Theirworksuggeststhat,inScotland,manywomenwithchildrenloseoutonexperience,trainingandpromotionopportunities.
Older WomenThesamereportalsoidentifiesthat,withinScotland,theproportionofolderwomen(50+)hasbeenincreasingsteadilysince2004,risingfrom24%in2004to28%in2011.Economicevidence(Altman,2015)alsosuggeststhatoccupationalsegregationcontinuesaspeopleage,witholderwomenlikelytoearnlessthanoldermenandtohavemoreresponsibilityforcaringduties(elderlyrelativesorgrandchildren).Thistrendislikelytobecomemorepronouncedasolderpeoplebecomeagrowingproportionoftheworkforce.
TheWomen’sBusinessCouncil,intheirrecentreport,havealsoidentifiedtheagingworkforceasanemergingresourceforeconomicgrowthbyincreasinglaboursupplyandraisinglevelsofconsumptionandpotentialGDP.
However,theworkbytheWomen’sBusinessCouncilhasidentifiedthepotentialchallengefacingmanywomeninthisolderagegroup,astheirjobsandskillsdonotmatchthosesectorsandoccupationsthataregrowing.Olderwomen,onaverage,havelowerlevelsofformalqualificationsandarelesslikelytoengageintraining.Theyarealsoconcentratedinasmallnumberofsectors.Thereportidentifiesthat,withintheUK,threeinfivefemaleemployees(aged50+)workinthreesectors:education,healthandretail.Theyarealsolikelytoworkinthepublicsector:40%ofallpublicsectorworkersintheUKareaged40orover.Employmentinthissectorispredictedtofallovertime.
TheUKCommissionforEmploymentandSkills(UKCES)hasidentifiedthosesectorsandoccupationspredictedtogrowupto2020(UKCES,2010).Thisdatahighlightsthemismatchbetweenjobsdonebyolderwomenandeconomicgrowth.Itidentifiesthatolderwomenworkersarecurrentlyconcentratedinsectorspredictedeithertoshrinkorremainstatic,ortobeconcentratedingrowingsectorscharacterisedbylowerpaidjobs,suchasretailandwholesaleorcaringandpersonalservice.
Family and Unpaid RolesTheadditionalresponsibilityforcareandhouseholdtasksundertakenbymanyfemalesisnotuniquetoScotland.AcrosstheOECDwomendomoreunpaidworkthanmen,manychoosingpart-timeworktoenablethemtocombineworkandfamilyresponsibilities.TheOECDstudy,however,alsorecognisesthatthiscomeswithacosttomanywomen’slong-termcareerandearningprospects.Theyrecognisethatsocialnormsandattitudes,suchasthedivisionofpaidandunpaidwork,influencesocialandeconomicoutcomesformanywomenandgirls.Theimpactofpregnancy,childcare,elderlyrelativesupportandunpaidhouseholdworkontheircareerchoice,progressionandjobmobilitywereallfactorsmentionedbywomeninournationaldiscussions.WewouldthereforesharetheOECD’sviewthattoaddressthisissuethereisaneedtolinkGovernmentpolicyinterventionsaimedattacklinggenderinequalitytowidermeasuresdesignedtoaddressdiscriminatorysocialandculturalnorms.
16 The role and contribution of women in the Scottish economy
Conclusions
■ ThereisarequirementtoaddressthegenderpaygapandoccupationalandsectoralsegregationthatexistswithinScotland.Thiscanonlybeproperlyaddressedbytheprivatesector,government,tradeunionsandthethirdsectorworkingtogether
■ ThispartnershipapproachwillensureacoordinatedrangeofpolicyandprogrammemeasuresatanationallevelthatrecognisetheregionalvariationsanduniquelabourmarketconditionswhichexistacrosstheUK
■ Thereisaneedtoprogressinnovativeandflexiblechildcarepolicyimplementation
■ Additionalworkisrequiredtobetterunderstandtheimpactofcareerbreaksonthewidercareerprogressionofwomen,linkingtosocial,culturalandworkplacebehavioursinScotland
■ Thereisaneedtoconsiderwidercarerolesperformedbywomenandgrowingresponsibilitieslinkedtotheagingcarebasethatmayimpactuponlateryears’careerprospects
■ Genderpolicyinterventionsshouldbelinkedtochangingsocialandculturalbehaviours
■ Specificconsiderationshouldbegiventodevelopingwork-basedtrainingaimedatolderfemaleworkers.Additionaleffortsshouldbemadeatanearlystagetoensurethatolderemployeesareencouragedandsupportedtoretrainorreskill,andthatemployerslookatflexiblearrangementstosupportthoseolderworkerswithcarerroles
■ Theareaoffemaleactivityandlabourmarketparticipationrequiresfurtherworktounderstandbetterthereasonsunderlyingthistrendbysector,skilllevels,payratesetc.,inparticularintheareasoffemaleunderemploymentandsecondjobs
■ Thereisaneedtolinkgenderissuestoeducationandthecurriculumforexcellence,withspecificmeasurestopreventgenderstereotypinginsubjectchoice
■ Careeraspirationsandknowledgeforyoungwomeninschoolsneedstobebroadenedthroughmoreeffectivepartnershipsbetweenschools,careerprofessionals,parentsorguardiansandemployers.Aglobalmind-setneedstobedevelopedencouraginggreaterworkforcemobilityinouryoungpeople.ThisReviewagreeswiththeWomen’sBusinessCouncilworkthatidentifiedaneedforanincreasedfocusoncareerssupportinthisarea
18 The role and contribution of women in the Scottish economy
5. The Scottish Gender Ecosystem5
KeyFindings■ Thereisnocoordinatedapproachor
overviewastowhatactivityishappeningwhereorbywhom.Formanybusinesses inScotlandthisleadstoaperceivedlack ofsupportinsomeareas(e.g.returners,agingworkforce,caringroles)
■ Inmanyprogrammes,therearenomeasuresastowhethertheseareaddressingissuesoropportunities thatmanyScottishwomenthemselvesconsidermostimportant
■ Thereisadisconnectaroundthoseinitiativesandorganisationsfocusedondeliveringeconomicandbusinessgrowthandthosefocusedonsocialjusticeorwiderequalityissues,whichthereforemakesitdifficultforcompaniesandorganisationstosharecommonobjectivesandtoworkinpartnership
■ Thereneedstobebettersignpostingofavailableeconomicsupport;andaccesstoservicesforwomenandbusinessesacrossScotlandshouldbemadeclearer
InordertobetterunderstandtheissuesandopportunitiesfacingwomeninScotlandinachievingtheirfullpotential,weconsideredthewiderprimarylegislativeandsupportframeworksandadditionalGovernment-ledprogrammesandsupportmeasuresinplaceatUKandScotlandlevels.ThesemeasuresareoutlinedinAppendixA.
Wealsomappedtherangeanddiversityofgender-focusedsupportorganisationsandmeasuresinScotlandthatarerelevantwithinaneconomicperformancecontext.Wehavelabelledthisthe“genderecosystem”.
Figure2outlinesthoseorganisationsthatwehaveidentifiedinthisspace.
5.1TheScottishGenderEcosystem
Theecosystemmappingmodelreinforcesthecomplexityandinterconnectednessofgender-focusedsupportactivityinScotland.IthasnotbeentheintentionofthisReviewtocoverindetailthefocusormodusoperandiofalltheorganisationsthatwehaveidentified,noristhislistexhaustive.
Manyoftheseorganisationsareself-funding,offeringsupportandservicesdeliveredbyvolunteers;othersaresubsetsofnationalorganisations,businessortradeorganisationswithspecificsectorfocusorindustrymandates.Someservicesprovidedarefree;otherschargeasappropriate.Somereceivepublicfundingbutwithnopublishedcriteriaforpublicfundingselection,andothersdonot.SomefocusonspecificScottishregionalissuesorgeography,whilstothersareScottishunitsofUKnationalprogrammes.
Itisavaried,diverseandactivespace.However,withinitthereareanumberofkeyprogrammesandinitiativesthataredeliveringrealvalueandstep-changetotheScottisheconomy.Whilstithasnotbeenpossibletocovereveryinitiative,programmeandorganisationindetail,ofspecificnote,andmentionedbymanyparticipantsinourdiscussions,areWomen’sEnterpriseScotland,LeanInScotland,ScottishWomen’sConvention,InstituteofDirectors(boardmentoring),ChangingtheChemistry,WomenonBoards,AnInspirationalJourney,ClosetheGapandtheAssociationofScottishBusinesswomen.
19 The role and contribution of women in the Scottish economy
Figure2: SchematicofScottishGenderEcosystem
UK Government:■ STUC:39affiliatedtradeunionsand20TradesUnionCouncils,representing620,000tradeunionists
■ TUC:54affiliatedunionsrepresenting6.2millionworkingpeople
Trade Unions:
Sector / Industry Focussed:■ AthenaSWAN
■ EquateScotland
■ ICAS
■ InstitutionofCivilEngineers
■ IETScotland
■ NAWICScotland
■ OilandGasUK
■ RoyalAcademyofEngineering
■ ScottishFederationofUniversityWomen
■ ScottishFinancialEnterprise
■ ScotlandIS
■ ScottishLifeScienceAssociation
■ ScottishRetailConsortium
■ ScottishYoungLawyer’sAssociation
■ TheLawSocietyofScotland
■WISE
■WomeninRenewableEnergyScotland
■Women’sEngineeringSociety–ScottishCircle
Leadership:
■ AssociationofScottishBusinessWomen
■ BusinessWomenScotland
■ ChangetheChemistry
■ ClosetheGap
■ CMIScotland
■ Engender
■ InvestingWomen
■ LeanInScotland
■ NationalWomen’sNetwork
■ ScottishAsianWomen’sAssociation
■ ScottishWomen’sConvention
■ ScottishWomeninBusiness
■Women50/50
■Women’sEnterpriseScotland
■WomenonBoards
Support Organisations:■ BiTC–OpportunityNow
■ CBI(GenderInitiative)
■ FSB
■ IOD
■ SCDI(YoungEngineers)
■ ScottishChambersofCommerce
■ ScottishBusinessintheCommunity
■ ScottishBusinessNetwork
■ Thrive
■ YWCAScotland
■ YoungEnterpriseScotland
Scotland: Regional■ AyrshireAssociationof
BusinessWomen
■ Edinburgh’sBusinesswomen’sClub(ESBC)
■ FifeWomeninBusiness
■ HighlandBusinessWomen’sClub
■ LochaberBusinesswomen’sNetwork
■ MorayBusinessWomenClub
■ PerthshireBusinesswomen’sNetwork
■ ScottishWomen’sInstitute
■WomenAhead(DundeeandAngus)
■WomenConnect(Aberdeenshire)
Leadership: Support Organisations:
Scotland: Regional
Sector / Industry Focus:
Legislative Frameworks:■ EqualPay
■ FlexibleWorking
■ SharedParentalLeave
Scottish Government:■ Highlands&IslandsEnterprise
■ GenderBudgetingGroup
■ ScottishEnterprise
■ ScottishFundingCouncil
■ ScottishLocalAuthorities
■ SkillsDevelopmentScotland
Legislative Frameworks: Scottish Government:UK Government:■ TheUKGovernmentEqualitiesOffice
■Women’sBusinessCouncil
■ ‘Think,Act,Report’
■ EqualityandHumanRightsCommission
■ DepartmentforBusiness,Innovation andSkills
■ UKCommissionforEmploymentandSkills
■ SectorSkillsCouncil(licensedbyUKG)
UK Government:
(Source:Updatedandenhanced–Women’semploymentandsupportnetworksandresources–ScottishGovernment2013)
20 The role and contribution of women in the Scottish economy
ThescaleandextentoftheorganisationshighlighttheveryfragmentednatureofthebusinessandpublicsectorapproachtogendersupportandbusinessdevelopmentissuesthatwehaveidentifiedwithinScotland.Whilstwerecogniseandsupportthevaluablecontributionthatmanyoftheseorganisationsmaketothepromotionandsupportofwomen’sissuesandrepresentation,webelievethereisaneedtoimprovetheeffectivenessofthisframework.ThisReviewrecommendstheneedforbetterconnectionsandcollaborationbetweenmanyoftheseorganisations,workingtosharednationaleconomicobjectivesandanagreedGenderActionPlanlinkedtogoalsandobjectives.Thiscoordinatedapproachwouldalsoenablebettermeasurementofprogressandimpactovertime.
Manywomenandorganisationswhohavecontributedtothisresearchhavethemselvesidentifiedtheneedforamore“joined-upapproach”inScotlandacrosstheprivatesector,publicsectorandGovernmenttothedeliveryofsupportprogrammesandbetteraccessandsignpostingtoservices.
Inadditiontothelegislative,political,geo-demographicandsocio-economicframeworksinwhichbusinessesandorganisationsoperatewithinScotland,wealsoneedtoconsiderthesupportorganisations,tradeassociations,businessgroupsandnetworks,civicandthirdsectororganisations,lobbyinggroupsandsectorspecialiststhatbusinessesthemselveshavecreatedtosupporttheiractivities.Manyoftheseorganisationshaveimplementedarangeofprogrammesandinitiativestoaddressspecificmemberororganisationalneedslinkedtowomenintheworkplace,skillsdevelopmentandbusinessstart-upsandsupportservices.ThisisinadditiontocompanyandworkplacespecificactivityandbestpracticeframeworksalreadyusedbymanycompanieswithinScotlandtopromotegenderandaddressequalityissues.
Whilstwehavenottrackedindetailthegrowthanddevelopmentofmanycomponentorganisationswithinthisecosystemovertime,muchofithasemergedinrecentyears,certainlypost-devolution,inresponsetotheincreasedfocusonequality,and
gender.InparticularithasalsobeencharacterisedbyamovetowardsmoreScottishlocalisminaddressinggenderissues,whichhasalsoresultedinafragmentationofUK-widegenderactivitiesandinitiatives.WithintheReviewcontext,ithasnotbeenpossibletodeterminewhetherthislocalismapproachhasbeenmoreeffectiveintacklinggenderissuesinaneconomiccontext.
Conclusions
AnalysisofthegenderecosystemwithinScotlandsuggeststhat,fromawomenomicsperspective:
■ ThereareanumberofinitiativessupportedbytheUKGovernmentthathavedirectrelevanceforScotlandforexampletheWomen’sBusinessCouncil’sActionPlanandThink,Act,ReportbutwhichdonotappeartohavehighlevelsofawarenessamongstScottishcompanies.Similarly,wehaveidentifiedanumberofspecificScottishprogrammesandinitiativesthatcouldhavewiderimpactandgreatereconomicvalueifappliedmorebroadlyacrosstheUK.Wethereforeconcludetheneedforamorejoined-upapproachonaprogrammeofinitiativesbyboththeUKandScottishGovernmentsandgreatercooperationacrossindustryandbusinesssectorgroupstoaddresscommonissuesofgenderinequality
■ Thereisnotenoughcoordinationongenderprogrammesacrossthepublic,privateorthirdsectorsanditisunclearhowmanyoftheseinitiativescouldtranslate
■ ThereisaneedforgreaterevaluationandmeasurementoftheeffectivenessofScottishGovernmentpolicylinkedtogenderintermsofeconomicgrowth,output,andimpactonbusinessperformance
■ Betterconnectionsandcollaborationbetweenmanygender-focusedorganisationsandGovernment,workingagainstsharednationaleconomicobjectivesandanagreedGenderActionPlanlinkedtogoalsandobjectivesisrequired
21 The role and contribution of women in the Scottish economy
■ AgreedevaluationmeasuresandimpactassessmentmodelsareneededtomeasureROIoreffectivenessofScottishGovernmentorUKGovernmentprogrammesaimedataddressinggenderissuesintermsofeconomicgrowthandoutput
■ WithinScotlandthereislittlestructuredbusinessorcorporateinputtomanyofthegender-focusedforums
■ Thereisaneedtocreatea“connectionservice”tohelpsupportbusinessnetworksongender-relatedissuestodevelopinresponsetolocalworkforceandbusinessneeds
■ Whilstitishopedthattheintroductionofincreasedparentalleaveintheworkplacewillhelpovercomebarriersandcareerbreaksthatimpactupontheearningsandcareerprogressionofwomen,whichhavebeenhighlightedinSection4.4,appropriatemeasuresshouldalsobeputinplacetoenabletheevaluationandimpactofthispolicyonbothmaleandfemaleworkersovertimeinScotland
■ SufficientlegislativeframeworksexistwithinEurope,UKandScotlandtoprotectandpromotegenderintheworkplace;thegapsidentifiedarenotduetoinadequatelegalmeasures
24 The role and contribution of women in the Scottish economy
6. The Business Evidence Base
6.1 WhatisHappeningand WhatDoWeKnow?
Anextensivebodyofresearchandanalysisexistsaroundtheissueofgenderanditsimpactoneducation,careerprogression,family,leadership(inboththepublicandprivatesectors),entrepreneurship,anditsimpactoneconomicperformanceandgrowth.Alliedtothis,thereisaconsiderablebankofbusiness-ledandinformedknowledgeandinformationthatprovidespracticalinsight,outlinesbusinessexperienceandidentifiestried-and-testedactionsandprogrammestoaddressinequalityintheworkplace.
TheWomen’sBusinessCouncilhasundertakenconsiderableworkinthisarea.Inaddition,thefindings,conclusionsandrecommendationsoftheirworkareequallyapplicablewithinaScottishcontext.ThisReviewhasthereforelookedtodrawuponthisbodyofbusinessworkandtoidentifyrelevantkeyinsightsandlearningsthatcanbeappliedwithintheScottishcontext.
InourdiscussionsandconsultationsacrossScotland,manywomenandcontributorstothisReviewwerekeentounderstandinmoredetailtheNorwegianmodeloffamily-friendlypoliciesandboardquotalegislationanditsrelevanceandvaluewithintheScottishcontext.InthischapterwehavethereforesummarisedthoseaspectsandthelessonswebelievearerelevantforScotland.
6.1.1WorkplaceCultureandBehavioursSignificantcoveragewasachievedbyEYattheWorldEconomicSummitinDavosinJanuary2015,whentheyannouncedthatitwouldtakeuntil2095,oranother80years,forwomentoachievegenderparityintheworkplace(EY,2014).Theirreportandresearchrecognisedtheinternationaleconomicimperativeforeverynationtoutiliseandoptimisethetalentofitsworkforceandwomen.Italsohighlightedthatmostlargecorporatesaroundtheglobenowrecognisetheneedtoengagemorewomeneffectivelyatalllevelsintheorganisation,andtheyidentifiedtheneedtodevelopwhattheyterm“athirdculture”thatsupportsdifferentcareer
6
KeyFindings■ Asof1March2015,womenmadeup23.5%
ofFTSE100boards,upfrom12.5%in2011.AllcompaniesintheFTSE100havefemalerepresentationontheirboards.WhenlookingattheFTSE250,womenmadeup18%ofboards,upfrom7.8%in2011
■ OfScottish-basedcompaniesintheFTSE100,17outof66boardpositionsareheldbywomen–25%ofthetotal
■ AtFTSE250levelthenumberofwomenontheboardsofScottish-basedcompaniesis13outof67positions–18%ofthetotal
■ 94,000womeninScotlandareself-employed;80,000womenareregisteredbusinessowners
■ 21%ofScotland’s339,000SMEsaremajorityledbywomen,withafurther22%equallyledbywomenandmen
■ Itisestimatedthatwomen-ledbusinessescontribute£5bntoGVA.InScotland,menaretwiceaslikelyaswomentostartabusiness
■ Theenterprisegapisestimatedtobe104,480businesses,or32%ofScotland’sbusinessbase,equatingtoa£13bncontributiontoGVA(or5.3%growthintheScottisheconomy)
25 The role and contribution of women in the Scottish economy
paths,careerpacesandleadershipstylesforeveryone.Theirreportalsosuggeststhatmanymoremenarenowawareofandappreciatehowan“inhospitable”corporatecultureaffectsthewomenworkingaroundthem.
WhilstthereportdidnotincludeScottish-basedbusinesses,theneedforinclusiveworkculturesandbehaviours,genderlesstalentpipelinesandspecific,targetedmeasurestosupportmorewomenintheworkplaceandintoleadershipwasrecognisedbymanybusinesscontributorstothisReview.Indeed,inourcross-Scotlanddiscussions,theneedtomainstream“gender”intheworkplaceandstopreferringtoitwithinthetermsofa“businessissue”wasarecurringtheme.
AstudyconductedbyMcKinsey&Coconcludedthat40%offemalerespondentsbelievedtheirleadershipandcommunicationstylesdidnotfitwiththe“prevailinghabits”requiredtobeeffectivetopmanagersintheorganisationswheretheyworked(McKinseyGlobalSurveyResults,MovingMind-setsongenderdiversity2012,2014).
Unconsciousbiashasalsobeencitedasoneofthetopbarrierstowomenintheworkplace.ArecentstudyfromthePewResearchCentreintheUS(PewResearchCentreSurvey,12–21November2014)identifiedthat40%ofrespondents(fromamixedgendersampleof1,800respondents)consideredtheapplicationofunconsciousbiasortheapplicationof“doublestandards”towomenintheworkplacewasthedominantfactorimpactingonwomen’scareerprogression.
ThisfindingwasreinforcedinarecentsurveybyEYof400companiesfromaroundtheworld,inwhichmencitedunconsciousbiasasthenumberonebarrierforwomenintheworkplace.Furthermore,27%ofmeninthesurveysaidthat,intheirownexperiences,havingasupportivecultureisthebestwaytosupportwomen’scareeradvancement.Therefore,toadvancewomen,leadersmustspreadanorganisation-widemessagethatbiasisunacceptableandcannotbetoleratedatanylevelinanorganisation.ThisisafindingreinforcedbytheWomen’sBusinessCouncil.
Inrecentyears,therehasalsobeensignificantprogressintermsoftheintroductionoflegislationaimedataddressingtheroleofwomeninthelabourmarket.Thisreflectschangingsocialattitudesandworkplacepracticeaswellasaresponsetochanginglabourforcedemographicsandsectorskillsneeds.
ManycommentatorshighlighttheimportanceofrecentregulationsandpoliciesataUKlevelonparentalleaveentitlement,flexibleworkingandtaxcredits,allofwhichwillhelpaddressgenderinequalitieswithinthelabourmarket.TothiswecanalsoaddtheChildrenandYoungPeople(Scotland)Act2014,whichexpandedstatutoryearlylearningandchildcareprovision,andtheproposedintroductionofgenderdiversityquotasonpublicboards,allofwhichareaimedatincreasingfemaleparticipationintheworkforceandinleadershippositions.
Thereis,however,theneedtoconsidertherealcostsagainsttheperceivedcostsofthesepolicymeasurestobusiness.
Whilstmostbusinessesrecognisetheeconomicimperativeofhavingadiverseworkforceandaccesstoabroadpooloftalentandskilledandtrainedlabour,ourdiscussionslinkedtothisReviewwouldsuggestthat,formanysmallerbusinesses,accesstoknowledgeandsupportresourcestohelpthembettermanagelabourmarketchangeswouldbewelcome.Thisrequirementhasalsobeenmatchedbytheofferfromlargerbusinesscontributorswhohaveindicatedawillingnesstosharebestpracticeandin-housespecialistexpertiseonworkplacegenderandequalitywiththeirsmallersupplychainpartnersorsmaller,localbusinesses.
6.1.2TheTalentPipelineTheWomen’sBusinessCouncilhaveundertakenextensiveanalysis,fromabusinessandeconomicperspective,intotheroleandeconomiccontributionofwomenintheworkplace.
Theyidentifytwospecificstagesintheworklifecycle(inadditiontoeducationandenterprise).Thesearewhattheyterm“GettingOn”and“StayingOn”.
26 The role and contribution of women in the Scottish economy
Inthe“GettingOn”stage,whichtheydefineasthemidphaseofawoman’sworkinglife,theyhaveidentifiedthatwomenarelookingtocapitaliseontheprogresstheyhavemade,eitherbysecuringtheirpositionorbyseekingamoveintomoreseniorormanagerialroles.Itisalsoatthisstagethatmanywomendecidetohavechildren,andasaconsequenceexperienceachangeintheirworkandcareertrajectorywhenreturningtotheworkplace.(HoustonandMarks,2003).
TheWomen’sBusinessCouncilestimatethatonethirdofallwomenreturnersfaceadownwardshiftinstatusatthistime.Theybelievethatthelackofwomenprogressingthroughthetalentpipelineisthereasonwhytherearesofewfemaleseniorexecutives(6.1%FTSE100ExecutiveDirectorsarewomen).(SealyandVinnicombe,2013).
Toaddressthesechallengesintheworkplace, andtoensurethatwomenachievetheirfullpotentialatthisstageintheirworkinglives,theWomen’sBusinessCouncilhaveidentifiedthatbusinessesmustensureeffectivetalentmanagement(includingmentoring,networking andformaltraining)andalsodriveculturechangewithintheirorganisationsthroughthepromotionandadoptionofflexibleworking.Theyalsoidentifytheneedforgovernmentsupporttofacilitateaccesstoaffordable,accessibleandqualitychildcare.
However,giventhestructureandsizeoftheScottishbusinessbase,manysmallercompaniesmaynothavetheresourcesorexpertisetodeveloptheseaspectsoftheirtalentpipeline.
6.1.3FutureWorkPatternsTheanticipatedfuturechangeinemploymentpatternsindicatesthatmanyolderfemaleworkersmaybecome“stranded”indecliningsectorswithoutappropriatetrainingoropportunitiestoreskillorretrain.
TheUKCommissionforEmploymentandSkillshasidentifiedthegreatestjobgrowthwillbeinprofessionalandassociateprofessionaljobsoverthenexteightyears.Table6identifiesthecurrentfemaleparticipationratesinthesesectors,highlightingtheopportunitywithinScotlandtoencouragemoreyoungpeople,andparticularlymoreyoungwomen,topursuetrainingoreducationopportunitiesinthesefields.
6.2WomeninLeadership
Theenhancedperformancevalueandbenefitstoorganisationsofhavingmorewomenonboardsiswelldocumentedinbothbusinessandacademicstudies.Theseincludeimprovedperformanceatboardandoperationallevels,accessingandattractingtalentfromthewidestpoolavailable,enablingbusinessestobemoreresponsivetothe
Table6:SectorJobGrowth2020andCurrentFemaleEmploymentRates
Occupational Sector Current Female
Employment Level (%)
Professionalandassociateprofessionaljobsinbusinessservices,e.g.architects,actuaries,engineers,scientificresearchanddevelopmentetc.
36%
Associateprofessionaljobsincommunity,socialandpersonalservices,e.g.artistic,literaryandmedia,sportsandfitnessetc.
44%
Professionalandassociateprofessionaljobsintransportandcommunications,e.g.computerprogrammers,ITspecialistsandtechnicians,pilots,airtrafficcontrollers,shipofficersetc.
25%
Professionaljobsinhealthandsocialwork,e.g.health,nursingandtherapy,socialworkandprobationofficersetc.
75%
Caringjobsinhealthandsocialwork,e.g.childcare,careworkersandhomecarersetc.
85%
27 The role and contribution of women in the Scottish economy
market,achievingbettercorporategovernanceandavoidingtherisksof“groupthink”.
Itisnoticeableandwelcomethattherepresentationofwomenoncorporateboardshasincreasedsteadilyinrecentyears.AreviewundertakenbyInstitutionalShareholderServices(2014)forfirmsinAustralia,Canada,theUnitedKingdomandtheUnitedStatesshowsthatthelargestjumpinthepercentageofwomenonboardsinmarkets(withnodiversityquotas)wasintheUK,withinfirmsintheFTSE350.Theirstudyrevealsthat,between2001and2014,theproportionoffemaledirectorsatFTSE350firmsgrewby8%(asopposedto4%inCanadaand2.4%intheUSAoverthesameperiod).ItisrecognisedthatamajordriverforthisgrowthintheUKwasthecommitmentbymanylistedcompaniestocommittotherecommendationsoftheDaviesReview(2011),whichcalledforFTSE100companiestotargetaminimumof25%femalerepresentationontheirboardsby2015.
TheDaviesReviewalsofollowedontheworkofasmallnumberofprivatesectorbusinessleaderswhofoundedThe30%Clubin2010withthespecificaimofachievinga30%goaloffemalerepresentationoncorporateboards.
AnadditionalrecommendationoftheDaviesReviewwasthatagreaterfocusongenderdiversitywasrequiredwithincompanyreportingguidelines.ThiswasimplementedthroughtheUKCorporateGovernanceCode,whichrecommendedthatcompaniesincludeintheirannualreports,onacomplyorexplainbasis,adescriptionoftheirboard’spoliciesondiversity,includinggender,anymeasuresorobjectivesthattheboardshavesetforimplementationofsuchpoliciesandprogresstoachievetheseobjectives.Therefore,theroleofgenderanddiversitywithincompanies,linkedcloselytocorporategovernanceandcompliance,hasalsohelpedtomovetowardstheoverallDaviestargetwithintheUK.
AstudybyNapierUniversityin2014(OvercomingBarrierstoEqualityandDiversityRepresentationonPublic,PrivateandThirdSectorBoardsinScotland)identifiedthat91%ofFTSE100companiesmakereferencetoboardroomdiversityintheirannualreports.However,findingsfromFTSE250companiesshowedonly18%hadaclearpolicyonboardroomdiversity.
WithinthepublicsectorinScotland,thenumbersofwomenappointedtoboardshasalsoincreasedinrecentyears;butthereisstillsignificantgenderinequalityonpublicboards,withwomenfillingonly36%ofboardplacesand21%ofthecurrentboardchairs(ScottishGovernment,2014).InEngland,thenumberofwomenonpublicboardsisprogressing,with44%ofallpublicappointmentsinApriltoSeptemberof2014beingfemale.(EmploymentResearchInstitute,2014).
TheScottishGovernment(2014)haveundertakenaScotland-wideconsultationtogatherviewsfromindividuals,publicbodiesandotherorganisationsontheintroductionofmandatoryquotastoensureaminimumof40%femalerepresentationonpublicboards.
TheresearchworkundertakenbytheScottishGovernmenthasalsoidentifiedanumberoffactorsaffectingfemalerepresentationonpublicboardswithinScotland.Theseare:generallackofawarenessofpublicappointmentsamongstunderrepresentedgroups(notjustwomen);atendencyofwomentoundersellthemselvesandfeeltheneedtomeetallaspectsofaperson/jobspecificationbeforeapplying;theeffectivenessofdifferentrecruitmentmarketingchannels;andthepublicappointmentprocessitself.(http://www.gov.scot/Resource/0046/00466992.pdf).
28 The role and contribution of women in the Scottish economy
Toaddressthesegenderbarriers,andintheabsenceoflegislatedquotas,theScottishGovernmenthaveputinplaceaprogrammeofimprovementmeasuresthattheybelievewillincreasefemalerepresentationbothonboardsinthepublicsectorandwithintheGovernment’sownworkforce.The“PublicBodiesandCorporateDiversityProgramme”wasestablishedinDecember2013tooverseethedevelopmentanddeliveryofaprogrammeofwork.Itsobjectivesincludeprovidingleadershipandinfluencetoimprovefemalerepresentationinpubliclife,tobroadenthediversityofpublicappointmentsby2017andtoensuretheScottishGovernment’sownworkforcereflectstheScottishpopulationby2025.
Inaddition,theyhavesoughttoaffectchangebyfacilitatingdirectengagementbetweenexistingpublicbodychairs,officialsinvolvedinboardrecruitmentprocessesandapoolofpotentialfemalecandidates.Theyhaveputinplaceasupportprogrammeofmentorsandmentees,includingpublicboardshadowingopportunities,aimedathelpingtoachievethe40%objective.
Whilstwelcomed,itwilltakesometimetodeterminetheeffectivenessofthesemeasuresinaddressinginequalityandgenderdiversityinScottishpubliclifeandtheimpactoneconomicgrowthandpublicbodyperformance,andtodeterminehowthisprogrammeofmeasurescouldtranslateintotheprivatesector.
TheScottishGovernment’sProgrammeforGovernmentpublishedinNovember2014encouragesthepublic,privateandthirdsectorstosetavoluntarytargetforgenderbalanceontheirboardsof50:50by2020,bysigninguptothePartnershipforChange,whichisanetworkoforganisationsandindividualswhoshareacommonambitiontoimprovegenderbalanceonboards.TheFirstMinisterhasindicatedhercommitmenttoaddressinggenderinequalitybyensuringthattheScottishCabinethasa50:50genderbalance.
WithinScotland,ChangingtheChemistry(CtC),aScottish-basedvoluntarypeersupportnetwork,hascontributedsignificantlytotheworkofthisReviewintheareaofleadershipandboardrepresentation.Throughwiderconsultationanddiscussionwiththeirmembershipbase,theyrecommendthreespecificareasforfurtheraction
andresearchtoimproveboardroomdiversityinScotland.Firstly,theneedtobetterunderstandtheapplicationprocessandpoorfemaleparticipationrates.Secondly,theneedto“demystify”theapplicationprocess.Thirdly,theneedforgreatertransparencyintheapplicationprocess.WhilstCtCsupporttheintroductionoffemalequotasforpublicbodies,onatemporarybasis,theyalsoproposethatspecificconsiderationbegiventotheapplicationoffemalequotastochairroles(therebydrivingfasterchangewithinorganisations)andthatconsiderationalsobegiventoprogrammestoencouragemoreyoungerwomen(21–28years)toparticipateatseniorbusinesslevels,therebyprovidingexperienceanddemystifyingtheprocessatanearlierage.
6.3Women’sEntrepreneurship
AcrosstheUK,therehasbeenconsiderableinterestandactivityinbothunderstandinganddevelopingappropriateframeworkstosupportfemaleentrepreneurship,businessstart-upsandgrowth.
TheWomen’sBusinessCouncil(2012)alsoconsideredfemaleentrepreneurshipaspartoftheirdeliberationsandidentifiedwomen’senterpriseasakeyareaoffocusfortheUKeconomy.TheUKGovernment’sAmbassadorforWomeninEnterprise,LorelyBurtMP,hasrecentlypublishedherreportandfindingsintoissuesofwomen’senterprise(BurtReport,2015).
WhilstfocusedprimarilyontheEnglishLocalEnterprisePartnerships,herfindingsalsohavesomerelevancewithinaScottishcontext.HerreportrecognisestheneedfordiversityinbusinessandgovernmentprocurementandrecommendsaddinggenderanddiversitycriteriaondatacollectiontobothprocurementandVATregistration.Italsorecognisestheneedforbothgender-neutralandgender-specificinitiativestosupportentrepreneurship,aviewthathasbeenadvocatedbymanyfemaleentrepreneursinScotlandforsometime.Inaddition,thereportalsoidentifiestheneedformentoring,networkingandalternativefinancemodelstobedevelopedataregionallevelacrosstheUK.
29 The role and contribution of women in the Scottish economy
WithinScotland,thereisasignificantamountofworkunderwayinsupportofwomen’senterpriseandbusinessstart-ups.ItisacknowledgedbytheChairofWomen’sEnterpriseScotland(JackieBriertonMBE)that,inScotland,“theenterpriseecosystemisarguablymoredevelopedherethaninanyotherpartoftheUK”.Thereisalsoanextensiveacademicresearchbase,includingspecialistresearchersatStrathclydeBusinessSchoolandtheHunterCentreforEntrepreneurship,aswellasconsiderableprivatesectorsupportandresourcecommitmentfromRoyalBankofScotlandandmanybusinessorganisations.
TheScottishGovernment,workinginpartnershipwithWomen’sEnterpriseScotland,launchedtheWomeninEnterpriseFrameworkinMarch2014,aimedatclosingthegendergapinbusinessstart-upsinScotland.TheFrameworkwasdevelopedinconsultationwithfemalebusinessownersandbusinessorganisationsandidentifiesfivekeyareasfordevelopmentandsupport.Theseincludementoringandnetworking,role-models,marketsandfinance,andsomegender-specificmeasures,aswellasacommitmenttosupportingdevelopmentandtrainingandawareness-raisingsupportacrossthepublic,privateandthirdsectors.(Women’sEnterpriseScotland,2014).
Thisframeworkissupportedwithdirectfundingaimedatestablishinganetworkofwomen’senterpriseambassadorsandsupportingagender-focusedinvestmentprogrammerunbyInvestingWomen.
ProfessorSaraCarter,basedatStrathclydeUniversity,hasextensivelyinvestigatedtheeconomicrationaleandpotentialimpactoffemaleentrepreneurshipinScotland.Herworkestimatesthatthecontributionofwomen-ledbusinessestotheScottisheconomyis£5billion(GVA).Itfurthersuggeststhat,iffemalebusinessownershipratesequalledthoseofmen,thiswouldequatetoa32%increaseinScotland’sbusinessbase,equivalenttoanadditional108,480businesses.ThiscouldpotentiallyincreaseScotland’sGVAto£13billion(from£7.6billionin2014),theequivalentofa5.3%growth.(Women’sEnterpriseScotland,2014).
TheeconomicopportunitiesforScotlandintermsofovercomingthebarriersandchallengestowomen’senterprisearehugeandtheWomen
inEnterpriseFrameworkgoessomewayinaddressingthesechallengesandsupportingdevelopmentandgrowth.ThemainrepresentativegroupsforwomenentrepreneursinScotlandhavethemselvesidentifiedtheneedforrecognitionofthedifferentgrowthpatternsofsomefemale-ownedbusinessesandthechallengesformanyfemale-businessownersinaccessingmainstreambusinesssupportservices.
However,asJackieBriertonhighlights,in2014thereisstillnocoherentsourceofdataonwomen’sbusinessownershipintheUKfromgovernmentsources(Brierton,2014).ShefurthernotesthatrelianceisplacedonthebiennialSmallBusinessSurvey,GEMreportsandLabourForce/AnnualPopulationSurveystoprovideinformationonfemaleentrepreneurs,estimatesofownershipandself-employment.
6.4TheNordicExperience
Norwayhasbeencitedbymanycontributors,commentatorsandpolicymakersasapotentialmodelthatcouldaddvalueandinsightstoaddressinggenderinequalitywithinScotland.GenderequalityandprogressivewelfarepoliciesthataddressinequalityhavebeenadefiningfeatureofNordicculture,farbeyondthatofmanyotherOECDcountries.
WithinthescopeofthisReviewwehavefocusedonthreespecificaspectsofNorwegianequalitiespolicythathaveparticularrelevancetothisReviewandforScotland,namely:
■ BoardQuotas■ GenderIndexing■ Family-friendlyPolicies
6.4.1NorwegianBoardQuotaLegislationThereisextensiveacademicresearchanalysisoftheeffectivenessofthesepolicymeasuresinaddressinginequalitywithinNorwayandalsotheirimpactonfemaleemployment,careerprogression,wagegaps,incomeandwidereconomicperformance,thoughlittlebywayofthepracticalapplicationandpotentialvaluewithinaScottishorUKcontext.
30 The role and contribution of women in the Scottish economy
Indeed,arecentprogrammeofeventsacrossScotlandheldbytheNordicExperienceGroupstimulatedwidespreaddiscussionandfocusonthisissue,lookingtolearnandhearfirst-handfromNorwegianacademicsandbusinessesontheeffectivenessoflegislationinaddressinggenderinequalitiesintheworkplace.
InassessingtheapplicationandimpactoftheNorwegianlegislation,itisalsoimportanttounderstandthecompositionandnatureoftheNorwegianeconomyanditsdistinctivenessintermsofbusinesssize,ownershipandtraditionalboardstructuresfromthoseoftheUK.
TheNorwegianQuotaLawwaspassedin2003.Itlegislatedfortheintroductionofa“minimum”40%ofeachgenderonarangeof“corporate”boards.TheQuotaswerefocusedspecificallyonPublicLimitedCompanies,thoselistedontheNorwegianStockExchange,butalsoextendedtoincludeboardsofstate-ownedandmunicipalitycompaniesandcooperatives.Thelegislationwasintroducedoveraphasedperiodtogivecompaniestimetoimplementit(giventheseverepenaltiesfornon-compliance),withfullcomplianceandapplicationby2009.
Betrandetal.(2014)notethatthe“primaryobjectiveofthereformwastoincreasetherepresentationofwomenintoppositionsinthecorporatesectoranddecreasegenderdisparityinearningswithinthatsector”.However,theiranalysisdemonstratesthatwhilstearningsofthosewomenatthetopendincreasedwithincompaniesrequiredtocomplywithlegislation,itdidlittletoimpactwomeninlessseniorpositionswithinthoseorganisations.Similarly,thelegislationdidnotimpacttheearningsofseniorwomennotappointedtoboardpositions.
Theiranalysiswouldsuggestthatitsimpactandeconomicvalueseemsrestrictedtothesmallgroupofwomenappointedtoboardpositions.Itdidnotleadtoany“discernibleuplift”infemaleparticipationinbusinessschoolprogrammesnorinthe“convergence”ofearningsbetweenmaleandfemalegraduatesfrombusinessschoolprogrammes.Whilsttheyreportthatmanyyounger
femaleswereawareofthelegislationandexpecteditwouldimprovetheircareerprospects,itdidnotappeartoinfluencetheirmaritalorfuturefamilyplans.ItmaybethatwithinNorwaymaritalandfamilydecisionsarelessrelevanttoyoungerwomenincareerplanningthantheyareintheUKduetothemoreprogressiveandfamily-friendlywelfareandemploymentprogrammesthatexist.However,withintheconsultationsanddiscussionsheldacrossScotland,thiswasacareerandbusinessstart-upfactorthatwasraisedbymanywomeninthe25–35agegroup.
InprivatelimitedcompaniesinNorway,15%ofgeneralmanagersarewomen,whilstthecorrespondingfigureforpubliclimitedcompaniesis6%.From2004to2014,theshareoffemalemanagersinprivatelimitedcompaniesroseby2.4%.Inpubliclimitedcompanies,thislevelhasincreasedbyonly1.8%since2004.
AnotherrecentstudyinNorwaybyKunzeandMiller(2014)into4,000privatesectorworkplacesfoundthatwomenhadasignificantlylowerlevelofpromotionrateacrossallranksofcorporatehierarchythanmen.However,theirstudydidsuggestthat,wherethereisgreaterfemalerepresentationinmoreseniorrankswithinanorganisation,thiscanhave“spillover”benefitstomorejuniorwomenwithinthesecompanies.
6.4.2RegionalGenderIndexNorwaycurrentlymeasuresandtracksequalityonanannualbasisacross428municipalities.Thisismeasuredthroughasetof12keyindicatorsthathavebeenidentifiedasimportantandrelevantwithintheNorwegiancontext.Theseindicatorsalsocorrespondtointernationallyusedindicatorsofgenderequality,suchastheGenderEmpowermentMeasure(GEM).
The12indicatorsaresplitintotwogroupsalongsixdimensionsthatmeasurevariablessuchaspercentageofchildreninkindergarten,shareofemployeesingender-balancedindustries,ratioofmen/womeninpublic/privatesector,ratiobetweenmale/femaleaveragegrossincome,shareoffemalemanagersetc.
31 The role and contribution of women in the Scottish economy
Thisdataandinformationisthenpublished(atanationallevelandbymunicipality)onanannualbasisandisavailabletoallorganisations,agencies,andpolicymakersetc.toassistwithdecision-making.ItalsoenablestheGovernmentandtheiragenciestoaccuratelyassesstheimpactofinterventionstoaddressgenderissuesandtomonitortheeffectivenessoftheirprogrammes.
6.4.3Family-friendlyPoliciesTheScottishGovernmenthaveundertakendetailedandstructuredanalysisofcurrentNorwegianpolicytosupportfamilywelfare,educationandeconomicopportunityandhaveconsideredtheapplicationofsimilarprogrammeswithinaScottisheconomiccontext.AdetailedcountryoverviewisincludedwithintheEarlyChildhoodEducationandCareProvision(ECEP):InternationalReviewofPolicy,DeliveryandFundinghttp://www.nls.uk/scotgov/2013/9781782564164.pdf.
Insummary,Norwayhasafullyintegratedanduniversalearlyeducationandcaresystemfromageonetoschoolentry,mainlypaidforbythestate.Thislinksacrosspaidparentalleaveofoneyearfollowingbirth(andafurtherentitlementofoneyearunpaid),ensuringthereisno“caregap”andprovidingcontinuityofsupportforparentalemployment.Researchindicatesthatthisuniversalityhasledtoamore“family-friendly”attitudewithinmanyworkplaces.
Thestudyindicatesthattake-upofthefather’squotaofparentalleaveiscurrentlyintheregionof89%,with70%offatherstakingmorethanfiveweeks(2013).
ItisnotapparenthowsuccessfulthisECECPpolicyhasbeeninaddressingstructuralgenderinequalitieswithintheworkplace,thelonger-termcareerprogressionofwomenorthelackoffemalebusinessstart-upsthatstillexistwithinNorway.
ThefocusoftheNorwegianandNordicpolicymodelhasbeenonrecognisingtheimportanceofsocialinvestmentintheearlyyearsofchildhoodasopposedtotheshortormedium-termimpact
oneconomicperformanceorgrowth.Itappearsthat,whilstfemalecareerprogressionandsupportisconsideredimportant,ithasbeenasecondaryoutcomeasopposedtotheinitialdriverofECECPpolicy.Indeed,someacademicshavearguedthatgenerousfamily-friendlypoliciesintheNordiccountrieshavebeencounterproductiveinachievinggenderequalitybyfacilitatinglongbreaksforfemaleworkersfromtheworkplace(StatsNorway,2014).Inconclusion,considerablevariationinopinionstillexists,evenwithinNorway,ontheeffectivenessofpolicyinterventionsinthisarea.
6.4.4NorwegianLessonsandLearningsforScotlandWhilstthefocusofthisReviewwasnottoundertakeadetailedsocio-economicanalysisofNorwegiangenderandwelfareprogrammes,thereisavastbodyofresearchandfindingsthatcanprovideinsightsandhelpguidefutureScottishpolicydirection:
■ Quotashavedonelittletoaddressworkplaceorcareerinequalityortosupportfemalecareerleadershipprogression
■ Manycompaniesderegisteredtoavoidquotaruling,solegislationisnotalwaysaneffectiveroutetoachievinganoutcome
■ Norwegianpolicyinterventionshaveshortenedwomen’semploymentinterruptionsandledtoamoreequaldivisionofpaidandunpaidworkacrossparents
■ ResearchalsosuggeststhatwithinNorway,despitesignificantpolicyinterventions,femaleemploymentcontinuestobeinfluencedbyfamilybeliefsandexpectationsaroundfamilyandworkbalance
■ Introductionofprogressiveearlyeducationandchildcarepoliciesmayimpactonequalitiesintheworkplaceinanunintendedway
■ Someresearchersarguethatgenerousfamily-friendlypolicies(particularlyextendedleave)canbecounterproductiveintheworkplaceinaddressingequalitiesunlessbalancedbyaffordabledaycareprovisionandprogrammesspecificallytargetedatfathers
32 The role and contribution of women in the Scottish economy
Conclusions
■ GreaterequalityatanationallevelwillhelpdriveGDPgrowthandimproveproductivity
■ ForthosecompanieslistedontheStockExchange,bettergenderbalanceonboardsleadstobettersharepriceandfinancialperformance,andforallcompaniesororganisationsthosewithgender-balancedleadershipalsodeliverbetterall-roundperformance.Forpublicbodies,thisReviewconsidersthatgreaterdiversitywillimprovetheperformanceoftheorganisationandhavegreaterimpactontheperformanceoftheeconomy
■ Thereisaneedtoestablishaprocesstosharebestpracticeintalentmanagementprogrammeslinkedtoreturnersandwomeninthe“gettingon”stagesoftheircareer.Businessesneedtoadoptmoreinnovativeworkplacepracticelinkedtowomeninmidandlatercareerstages
■ Thereisaneedforfurtherreviewofemergingemploymenttrendsfor“thirdphase”workers,identifyingworkforcetraininganddevelopmentneeds.ThisReviewagreeswiththeWomen’sBusinessCouncilintheneedforarangeofspecificmeasurestosupportwomenatthiscriticalstageintheircareers.ThisrequirementwasalsoidentifiedbymanywomenthemselvesinthediscussiongroupsheldacrossScotland(detailedinChapter7)
■ ThisReviewbelievesthatdetailedworkneedstobeundertakenwithinScotlandasamatterofurgencytobetterunderstandtheseemergingemploymenttrends,andtoensurethatwecancreatebalancebetweenseniorrolesandcaringresponsibilities
■ Thereisaneedforamechanismtoallowlargerbusinessestosharebestpracticeandgendertalentandmulti-generationalmanagementprogrammeswithsmallerbusinessesacrossScotland.Anumberofcompanieswhohavecontributedtothisworkhavethemselves
identifiedtheneedforbestpracticetobeshared,andforaknowledgeexchangemechanismtobeestablishedthatallowsthesharingofbestpracticeandtalentpoliciesandsupportprogrammesacrossorganisationsandsectors.Thismaybeafacilitationrolethatabusinessorganisationcouldprovide,oranaspectthatcouldbesupportedbytheScottishGovernment’sSkillsDevelopmentScotlandagencyintheirworkforcedevelopmentplanning
■ Abusinesschampionforolderworkersshouldbeidentifiedtopromotethebusinessbenefitsofretainingandrecruitingolderworkers(particularlyfemales)withaspecificfocusonScotland
■ Thereshouldbeafocusonthemosteffectivewaystoacceleratechangeandputprogrammesandpolicymeasuresintopracticethateffectivelymeetbusinessneedsbutalsoaddresstheuniquecircumstancesandlifestageofemployeesorbusinessowners
■ ThereisaneedforthecollectionanddisaggregationofdatatoeffectivelymeasureandmonitorpolicymeasurestosupportfemaleentrepreneurshipatboththeScottishandUKlevel.ThereisalsoaneedfordisaggregatedbusinessdatasetsatbothUKandScottishlevelstomeasuregenderasakeyeconomicvariable
■ Furtherworkalsoneedstobeundertakentobetterunderstandtherelationshipbetweencareerstages,family/caringcommitments,flexibleworkplacesandfemalebusinessstart-uprates,whichmayhaveimplicationsforfuturepolicydevelopmentinthisarea
■ ThisReviewwouldsupportthepropositionthat“gender”considerationshouldbegiventotheframingofGovernmentpoliciesandinitiativestosupportbusinessgrowthanddevelopment,andtothe“levelling”ofthepublicprocurement“playingfield”withregardtogenderandbusinesssizequalifyingcriteria
34 The role and contribution of women in the Scottish economy
7.1Methodology
Overaperiodofsixmonths,12roundtablediscussionswereheldtodeterminewomen’sviewsandopinionsonarangeofissueslinkedtoeconomicgrowth,includingcareerprogression,education,caringroles,leadershipandentrepreneurshipacrossScotland.Thisconsultationprocesshasinvolvedanestimated1,000participantsacrossScotland,withadditionalinputfromkeygenderspecialistsfromgovernment,business,tradeorganisationsandspecialistinterestgroupsfromacrosstheUK.
Inaddition,thesedirectdiscussionsweresupplementedbyanonlinesurveydistributedtoover500participants.DetailedanalysisofthesurveyresultsisgiveninSection7.3below.
In-depthinterviewswerealsoconductedwitharangeofsectorandbusinessleadersandprivateinsightmeetingsheldwiththeSecretaryofState
forScotland,theMinisterforEmploymentRelationsandConsumerAffairsandWomenandEqualitiesMinister,alongwiththeScottishGovernmentMinisterforYouthandWomen’sEmployment,tosharetheirthoughts,viewsandvisionfortherolethatwomencanplayintheeconomicsuccessofScotland.
7.2ConsultationsandDiscussions
TheroundtablesessionsarrangedacrossScotland,includingGlasgow,Aberdeen,Edinburgh,DumfriesandStornoway,capturedinsightsfromwomenatallstagesoftheircareersandfromallsectorsoftheeconomy.Thiswasinadditiontoanumberofpersonalinterviews,conferencesessionsandmeetingsthroughoutScotlandduringwhichviewsandopinionsweresoughtoneconomicgrowthandgender.
7. The Thousand Voices7
KeyFindings■ Thereisarecognitionthatthesituationfor
workingwomenhasimprovedoverthepast30years,butthatthereis“stillalotofworktobedone”
■ Theroleoffamily,schools,careeradvisorsandpeergroupsinacademicsubjectselectionandcareerchoiceiscriticalandthereisaneedtoovercomeaperceivedlackofknowledgeandawarenessofwideropportunities
■ Thereisalackofhigh-profilefemalebusinessorworkingmotherrolemodels(thoughtheawarenessofthefemaleFirstMinisterandbalancedScottishGovernmentCabinetwaswelcomed)
■ Thereisachallengeincombiningcareerandcaringroles(bothchildcareandelderly)
■ Changeisrequiredinmaleworkplaceculturesalongwithattitudestochildcare,paternityleaveandcaringroles
■ Moreflexibleworkingpatterns, supportforreturnersandchildcare networksneedtobeintroduced
■ Weneedtorecognisethat“onesizedoesn’tfitall”,intermsofcity,ruralanddeeprural(island)economicneeds
■ Anincreaseisneededinmentoringandone-to-onecareeradviceandsupport
■ Thereisstillalackofconfidenceandself-beliefinabilityamongsomewomen
■ Womenhaveexpresseddifficultyinidentifyingsuitableorappropriatesupportnetworks
■ Thereiswidespreadsupportforlegislatedquotasforpublicboardappointments(withsunsetclauses)
■ Thereisaneedforgreaterrecognitionandsupportforthedistinctivenessofwomen’senterpriseinScotland,givenitseconomicpotential
35 The role and contribution of women in the Scottish economy
Ateachevent,womenwerehugelygenerousinsharingtheirownpersonalexperiences,bothgoodandbad,oftheircareerjourneysandtheirthoughtsandviewsonhowtoachievegenderequality.
Eightmainthemesemergedfromtheconsultationsanddiscussions.Thesewereissuesrelatedto:
1.Home,FamilyandCarerRoles2.EducationandCareerChoices3.Leadership,MentoringandRoleModels4.WomenonBoards5.EntrepreneurshipandStartingaBusiness6.CultureofWork7.RegionalFactors8.SectoralIssues
Therewasrecognitionthatalotofgoodworkistakingplacetosupportwomentoachievetheircareerambitions.However,thereisaneedtoprovideamorefocusedapproachtothisactivityacrossthepublicandprivatesectorsandadesiretocreateanecosystemofsupportnetworkstoensurethatknowledgecanbesharedandlessonslearned.Businessesoftenfinditdifficulttogetaccesstoinformation,anditisalsodifficultforwomeninemploymentorwhoareself-employedtoidentifynetworksthatcouldsupportthem.Theconsensuswasthatinformationisfragmentedandinconsistentnorthandsouthoftheborder.Whilstmanylargerbusinessescouldaffordtospendtimeandresourcesonpromotinggenderequality,themake-upoftheScottisheconomyandthelargenumberofSMEsmeansthatnotallbusinesseshavethetimeorresourcestoconsiderhowtheycanaddresstheissue.Therewascautionaboutoverburdeningsmallbusinesseswithadditionallegislationandreportingongenderstatistics;however,theopportunityforlargercompaniestoshareinformationandinsightswithsmallerbusinesseswaswelcomed.
Manywomenexpressedconcernanddisappointmentoveralackofprogressoveralongperiod,despitealltheinitiativesthatareinplace,andconsideredthatrealchangeandachievementofequalityisnowabusinessimperative.
Despitedifferentgeographies,sectorsandcareerpaths,everyonewascommittedtoworkingtogethertoensurechangeforthenextgenerationoffemalesintheworkplace.
7.2.1Home,FamilyandCarerRolesTheissueremainsoverwhohastheprimaryresponsibilityforthecaringroleswithinafamilyunit.Withcurrentdemographicchangesandanagingpopulation,anumberofwomenatvarioussessionsmentionedthatthereisnowgreaterpressureonwomentocombinechildcarewithelderlyrelativecare.Recentlegislativechangesonsharedparentalleaveandmoreflexibleworkingpolicieswerewelcomed,butopinionswerestrongontheneedtopromoteflexibilitytoall–itshouldnotjustbeseenasanoptionforwomen.Therewasstillabeliefthatthereremainsastigmaaroundaskingforflexibleorcompressedhoursofworking,withwomenbelievingthataskingformoreflexiblearrangementswouldbeseenascareerlimiting.
Manywomenarestillfacedwithnochoicebuttopursueaflexibleoptionduringearlyyearsofworkpost-children.Womenwerehighlyvocalintheirviewsthataculturalmind-setshiftisrequiredtogetmorementoconsiderpart-timeandflexibleworkingoptionsand,althoughlegislationhelped,genderbiascontinuestobepasseddownthroughgenerationsandfullequalitywillnotberealiseduntilcultureschange.
7.2.2 EducationandCareerChoicesTheconsensusviewwasthatgenderbias beginsatschool.Schools,careersadvice,parentsandfamilynetworksallhaveasignificantroletoplayinencouragingyounggirlsatanearlystagetoconsiderallcareeroptionsavailabletothem,includingentrepreneurshipandSTEM.Thereshouldalsobeearlystageencouragementthatnooneshouldlimittheirambitionsbecauseoftheirgender.Therewasarealappetitetogetmorebusinessesworkingwithschoolsmoreeffectivelyoncareerpromotion,particularlyonsectorswherethereisacleargendergap,forexampleengineeringandIT.TherecentintroductionoftheCurriculumforExcellenceisapotentialopportunityforconsideringcareeradviceandbusinessengagementwithschools.Manywomenwerealsosupportiveofmentoringinschools,withonesuggestionfromtheAberdeenroundtableeventthatgirlscouldbeallocatedabusinessmentorinsecondaryschooltogiveinsightsintotheopportunitiesandrolesintheworkplaceanddispelmanyofthemythsthatexist,particularlyinchoosingacareerwithintheoilandgasindustry.
36 The role and contribution of women in the Scottish economy
7.2.3Leadership,MentoringandRoleModelsStrongsupportwasexpressedfortheneedforleadershipatthetopoforganisationstomainstreamthegenderequalityissue,withleadersneedingto“WalktheTalk”.Businessesshouldnotconsiderthisasatickboxexercisebutinsteadrecognisethatequalityisabusinessimperativeanddriverofeconomicgrowth.
Ineverysession,womenidentifiedtheissuethatalackofconfidencestillpreventswomenfromaimingforpromotionsorapplyingforboardroles.Thebenefitofmentorsandsponsorswasraisedconsistently,withsuggestionsthatfemaletalentshouldbeidentifiedatearlystages,withcoachingandmentoringthroughoutcareerdevelopment,alongwithinterventionsatstageswherethereareissuesofself-doubtaboutability,challengestobalanceworkandfamilylife,andconfidencetoapplyforpromotions.AmorecoherentScotland-wideapproachtomentoringwouldbebeneficialasmanywomeninmoreseniorrolesweresupportivetohelpothersintheearlierstagesoftheircareerandwerenotawareofanysignpostingorfacilitytoofferthis.
Thevalueofbusinessmentorsinsupportingwomenincareerchoice,developmentandleadershippositionsisaconsistentfindingfromacrossthebusinessevidence,andarequirementlistedhighlybywomenthemselvesparticipatingintheReviewsurvey.Whilst63%ofrespondentsdidnothaveamentor,manyconsidereditwouldbehelpfulintermsofprovidingimpartialcareerandexpertadviceandinprovidingconfidence,supportandencouragementinmanyScottishworkplaceswhereitdoesnotcurrentlyexist.AtkinsGlobal,intheirworktosupportmorewomenintoengineering,haveidentifiedthekeyroleforindustryrolemodelsinencouragingandsupportingyoungerwomen.(RoyalAcademyofEngineering,2013).
7.2.4WomenonBoardsThebenefitsorotherwiseofintroducingfixedquotasforwomenonpublicandprivateboardswasakeythemeraisedduringeachroundtableandprovidedthegreatestdifferenceofopinioninthoughtsonhowtoaddresstheimbalance.Anumberofwomeninmoreseniorpositionswereadamantthatthelackofprogressinwomenachievingboardrolesmeanttherewas
noalternativebuttointroducequotastoachievechange.Thisviewwastemperedbyothersagreeingwithquotasintheshortterm,with“sunsetclauses”untilmoreparityisachieved.Otherwomenexpressedadesirefortargetsratherthanquotas,citingconcernsthatquotascoulddisadvantagewomenwhocouldbeperceivedbymalecounterpartsasonlygettingtheboardpositionduetolegislationandnotthroughability.However,fullconsensusexistedontheneedfor“compliance”insomeformtobreakthecycleofcontinuousmaleappointments.
Therewasalsoagreementovertheprocessforboardappointments,withmanyofferinganecdotalevidencetosuggestthatwomenarenotmakingboardshortlistsastheydonothaveaccesstotherightnetworksandarenotvisibletothoseinvolvedintheappointmentprocess.
Theintroductionofquotastopublicbodyappointmentswasanissuethatprovokedawiderangeofresponsesfromourdiscussionsandsurveyrespondents.Theapplicationofquotaswassupportedbymanyseniorwomeninthethirdcareerphase,withmanyofthemvoicingconcerns“thatnothinghadchangedinthirtyyears”.Mostmidstageorearlycareerfemaleswerelessinclinedtosupportlegislationtoachieveboardroomdiversity.Inoursurvey,56%ofallrespondentssupportedtheintroductionofquotasforpublicbodies.
Forprivatecompanies,mostparticipantsandcontributorstothisReviewsupportedtheDaviesrecommendationsandbelievedthatvoluntarytargetsanddisclosuremetricslinkedtogenderanddiversitywouldprovidethemostappropriatemethodtodrivechangeinorganisationalculturesandbehaviours,onthebasisof“ifitgetsmeasured,itgetsdone”.
7.2.5EntrepreneurshipandStartingaBusinessAnumberofwomenrecognisedthattorealisetheirambitionsofrunningacompanymeantthattheyhadtosetoneupthemselves.Issuesoveraccesstofinance,andbeingtakenseriouslywhenapproachingbanksandlegalfirms,wereraised,alongwithadesiretolookatpromotingentrepreneurshipasacareerchoiceinschoolsforyoungerwomen.Anumberofpositiveexampleswerementioned,includingtheEntrepreneurialSpark
37 The role and contribution of women in the Scottish economy
modelandseveralinitiativesoftargetedlendingbybankstowomen.However,mostfeltthatmorecouldbedonetopromotetheseatanationallevel.
Inmanyinstances,lifestylechoiceswerealsomentionedasreasonsforsettingupbusinesses,withwomenstatingthattheyhadchosentooptoutoftheircareersandlaunchtheirownbusinessastheydidnotlikethecultureorvaluesintheirplaceofemployment.
7.2.6CultureofWorkAcommonthreadthroughoutdiscussionsonallofthethemesoutlinedabovewasthecurrentstructureofworkandtheethosandvaluesinbusinesses.Therewasrecognitionthatthestyleofworkandstructureofworkinghourshavenotchangedtoreflectdifferencesin21st-centurysociety.Therewasstillthebeliefthatan“oldboys’network”existsthroughoutScotlandandthatunconsciousbiasremainsanissueinthepromotionofwomenatallstagesoftheircareers.
Despitethisfocusandthecommitmentidentifiedtogender-neutralleadershipintheonlinesurveyundertakenaspartofthisReview,49%ofrespondentsbelievedthattheircareershadbeenaffectedinsomewaybytheirgender.Thisresultwasevidencedinourconsultationsanddiscussions,withmanywomencitingnegativeexamplesofbiasintheirworkplaceorbusinesslifethathadrestrictedtheircareerchoiceorpromotionalopportunities.
Inaddition,therewerestillwomenexperiencingdiscriminationduetotheirgenderindifferentsectorsofindustry.
Theneedtotacklediscriminatorybehaviourinstantlywasstronglyacceptedbyallthewomencontributingtothesessions,alongwithensuringthatmenrecognisetheseissuesandsupportwomenwhoarechallenginginappropriatebehaviour.Womenwerevocalintheneedformoremalementorsandchampionsinthegenderequalityspace.
Womenwerealsovocalintheirdesiretoaddressthechallengesofthe“perceivedmacho”cultureandbehaviourthattheybelievestillexistswithinmanysectorsandorganisationsinScotland.The
issueof“malecultures”andthelackoffitformanywomenwasanissuethatwasconsistentlyraisedinourdiscussions,crossingsectors,agerangesandseniority.
7.2.7RegionalFactorsAlthoughtherewerecommonthemesandcallstoactionidentified,severalspecificissuesemergedintermsofruralversusurbanversusislands.Forexample,thelackofchildcareprovisionontheIsleofLewiswasrecognisedasakeybarriertowomenreturningtoworkorseekingfurthercareerdevelopment.Therearealsonoformalwomen’snetworksontheIsland,sowomentendtoseeksupportthroughinformalrelationshipsandconversationswithcolleagues.SpecificchallengesrelatingtoSTEMcareersinAberdeenwereraised,withaneedforamorejoined-upapproachbetweenthepublicandprivatesectorsandforschoolstopromotetheoilandgasindustrytoyoungerwomenandtherangeofrolesthatexistinthesector.InDumfries,womenexpressedconcernthatmostnetworksandbusinessengagementopportunitieswerecentralScotlandfocusedandthechallengesofjourneytimesandcombiningwiththeirexistingemploymentmeanttheycouldnotattendeventseveniftheywantedto.
7.2.8SectoralIssuesTheactionsneededtochangebehavioursandtoaddressspecificskillsshortageshavebeenidentifiedbymanyoftheScottishcompanieswespoketoaspartofthisReview.Wehaveidentifiedthatmanyorganisationsandsectorsarealreadyworkingtoimplementprogrammesandinitiativestosupportgreaterdiversityineducation,recruitment,careerprogressionandleadershipopportunities.InitiativesunderwaywithintheengineeringandITCsectorstoaddressspecificissueswithinSTEMsubjectscanbeseenasbest-in-classexamplesandwillovertimechangethediversitycharacteristicsinmanyUKandScottishworkplaces.TherangeofinitiativesunderwayandsupportedbymanyScottish-basedengineeringorganisationsincludesinnovativesectoragreements,suchastheEngineeringDiversityConcordatsignedbythenineprofessionengineeringInstitutionsin2013,throughtheRoyalAcademyofEngineering,identifyingtheneedtoworkcollaborativelytoaddressgenderissueswithinthesectorandcompetegloballyinthe“warfortalent”.
38 The role and contribution of women in the Scottish economy
7.3SurveyResults
Inadditionaltothequalitativediscussionandinterviewresearchwork,anonlinesurveywasalsoundertakentogaingreaterinsightsintotheviewsandopinionsofwomenongenderequalityacrossScotland.
TheobjectiveofthesurveywastoprovideawiderbenchmarkonhowwomenperceivedgenderissuesinrelationtotheirworkinglifeexperienceinScotland.
Thesurveywasissuedtoatargetlistof500businesswomenandentrepreneurs,manyofwhomhadparticipatedintheReviewdiscussionsandwhosharedthesurveyquestionswiththeirnetwork.Thesurveywasopenforatwo-weekperiod.Itwasalsocascadedthroughsocialmediachannelsandbusinessnetworksoverthisperiod.
AcopyofthesurveyiscontainedinAppendixB.
7.3.1ResponseAnalysisOveralla34%responseratewasachievedtothesurvey.Ofthoseresponding,over89%workfull-time,over10%part-timeand79%havejobsintheprivatesector,whilst21%areemployedinthepublicsector.Thisindicatesthatalarger
Respondentsinfull-timeorpart-timework(%)100
80
60
40
20
0Full-time Part-time
ResponsesbyAgeCategory(%)
Age 20-254.73%
Age 25-3529.05%
Age 35-4534.46%
Age 45-5525.68%
Age 55+6.08%
Conclusions
TheroundtablesessionsprovidedtheReviewwithrichanddetailedexamplesofthechallengeswomencontinuetofaceintheworkplacetoachievegenderequality.Despitethechallengesidentified,therewasarecognitionthat,byworkingtogetherandmainstreamingtheissueofgenderequality,realprogressandchangecouldbeeffected.Inaddition,allbelievedthatthiswasnotjustanissueaboutequalitybutanimperativetoensurecontinuedsustainableeconomicgrowthinScotlandandencourageopportunitiesforwomenatalllevels,inallsectors,andinallpartsofsociety.
Unlessdirectlyinvolved,manywomenwithinScotlandareunawareofwomen’sinitiatives.Manyoftheprogrammesarebasedinthecentralbeltorcitiesandthereforeexcludewomeninruralorislandcommunities.
ThediscussionsandconsultationsundertakenforthisReviewsuggestthatthereisalackofclaritywithinScotland,notjustacrossorganisationsbutamongstwomenthemselves,intermsofhowwereconciletheconceptsandlanguageof“womenomics”and“socialjustice”todeliveragainstthesinglegenderagenda.
89.26%
10.74%
39 The role and contribution of women in the Scottish economy
percentageofoursurveyrespondentsworkfull-timethantheScottishnationalaverage(26%)andweremorelikelytobeemployedintheprivatesector.Withinthesurveywedidnotspecificallyexploredetailslinkedtoself-employmentorthirdsectorjobs,althoughwewouldrecommendthatfurtherresearchandanalysisbeundertakeninthesespecificareas.
Intermsofagebreakdown,respondentswerebroadlysplitacrossallagegroupsandcareerlifestages,mirroringtheageprofileanddemographicsofourpan-Scotlanddiscussiongroups.
Allsurveyrespondentsarefemale.
7.3.2KeyResultsandFindingsOfthoseresponding,over90%didnotbelievethatgenderequalityintheworkplacehasbeenachievedinScotland,mirroringmanyoftheviewsexpressedwithinthediscussiongroupsandinterviews.Whenfurtherprobedonareasofactionthatareneededtopromotegreaterequalityintheworkplace,arangeofviewsandopinionswerereceived.Theserangedfromtheneedformorementors,rolemodelsandchampionsthroughtoemployeesupportprogrammesandgreaterflexibility.
Equal pay for women, acknowledgement and support for
flexible working for working mothers
Men championing the benefits of diversity; more case studies
of women role models
To treat male and female employees the same. To focus on
ability rather than gender
Senior women leadership / director development
More support in the SME sector
More women on boards, more visibility
Put it on the board agenda, measure it, report on it
Respondentsinpublicorprivatesector(%)80
70
60
50
40
30
20
10
0Public Private
DoyoubelievethatGenderEqualityintheworkplacehasalreadybeenachievedinScotland(%)
Yes9.82%
No90.18%
78.7%
21.3%
40 The role and contribution of women in the Scottish economy
Interestingly,whilstover90%ofrespondentsstatedthattheydidnotbelievegenderequalityhasbeenachievedinScotland,only49%ofrespondentsbelievedthattheirowncareerhasbeenimpactedoraffectedbytheirgender.Thisresponsewasquitedifferentfromthecontributionsobtainedinthediscussiongroups,wheremanywomen(particularlythoseinthelaterphasesoftheircareers)believedthattheirowncareerprogressionhadbeenmademoredifficultthanmalepeersasaresultoftheirgender.
Thereasonforthisdiscrepancyinthefindingsisnotclear,particularlygiventhattheageprofileofrespondentswassplit.Wethereforeattributethisdifferencetothemethodofquestioningandthepotentialconcernsaroundanonymity,andthebeliefofmanywomenthat,whilsttheirowncareerprogressionhadbeenchallengingduetotheirgender,theyhadovercomethisimpactovertime.
Whenaskedtoprovideexamplesofwaysthatthosewhofelttheircareershadbeenimpacted,thequotationstotheleftwerecitedasreasonsbyanumberofparticipants.
Slower promotions and smaller salary increases
as compared to male peers
Maternity leave (whilst great) can leave you a year behind in
experience with male counterparts
I feel that I’m not taken as seriously as my male colleagues
Male bias at the top
A man would not be asked in an interview if he was married
DoyouconsideryourcareerhasbeenimpactedbyoraffectedbyyourGender?(%)60
50
40
30
20
10
0Yes No
Doyouhaveamentor?(%)80
70
60
50
40
30
20
10
0Yes No
Areyouamemberofawomen’sbusinessorganisation?(%)
Areyouamemberofabusinessorganisation?(%)60
50
40
30
20
10
0Yes Yes No No
49.38%
35.21%
50.63%
64.79%
58.74%
41.26%
58.74%
41.26%
41 The role and contribution of women in the Scottish economy
Inlinewiththeopinionsandviewsgatheredwithinourfocusgroups,whenaskedinmoredetailaboutthesupportrequiredforwomentoachievetheircareerambitions,anumberofkeythemesemergedlinkedtomentoring,accesstonetworks,morefemalerolemodels,flexibleworkingandtheimportanceofaccesstostrongfamilynetworks.
Thekeyroleofmentorsinsupportingcareerdevelopmentwasalsohighlightedinthesurvey,withjustoveronethirdofrespondentshavingamentor. Onthespecificvalueofamentortocareerprogression,manyrespondentsgaveexamplesonhowamentorcouldbringconfidenceandencouragement,beagoodsoundingboardtoraiseopportunitiesorconcerns,orprovidealternativeviewpointsanddifferentperspectives.
Accesstosupportviabusinessorganisations,andspecificallywomen’sbusinessorganisations,hasbeenakeythemeintheroundtablesessions.Inthissurveyonly41%ofrespondentsstatedtheyweremembersofabusinessorganisation,withthesamefigureformembershipofawomen-onlybusinessnetwork.Asmallpercentageofwomenweremembersofbothtypesoforganisations.Thesurveyidentifiesthatweneedtosupportandencouragemorewomentojointheexistingbusinessnetworksandensurethataccesstoexternalsupportnetworksisavailableinruralcommunities.
Thesurveyanddiscussiongroupsalsoexploredissuesaroundthelegislativeframeworkandgovernmentpoliciesthatcouldsupportgenderequality.
Over56%ofrespondentsweresupportiveoftheintroductionoffixedquotasforwomenonpublicboardsandjustover50%supportedtheintroductionofquotasfortheprivatesector,mirroringthefindingsandconclusionswithinthediscussionsandinterviewsessions.However,theemphasisonthebenefitsoftargets,andconcernsraisedoverthepotentialdetrimentaleffectofquotasbyage,werenotidentifiedinthesurvey.
Aswithinthediscussiongroups,thevastmajorityofwomeninthesurveywereinfavourofprivatecompaniesvoluntarilyreportingongenderstatisticsrelatedtoworkforcebreakdownsandpaygaps.
60
50
40
30
20
10
0
Doyousupporttheintroductionofaquotasystemwhichguaranteesafixedpropertionofplacesforwomenonpublicboards?(%)60
50
40
30
20
10
0Yes No
Doyousupporttheintroductionofaquotasystemwhichguaranteesafixedpropertionofplacesforwomenonprivateboards?(%)
Yes No
Doyouthinkthatprivatecompaniesshouldberequiredtoreportongenderstatisticsrelatedtotheirworkforceandearnings?(%)
Yes90.78%
No9.22%
56.03%
50.35% 49.65%
43.97%
42 The role and contribution of women in the Scottish economy
Almost80%ofrespondentssupportedtheneedformorefamily-friendlypoliciesandtheirabilitytoimprovegenderequalityintheworkplace.
Whenaskedtoprovidespecificexamplesofhowthiscouldbeimplemented,themajoritycalledforgreaterflexibilityatworkandmorefocusonthepromotionofsharedleave.Manyofthosesurveyedconsideredthatthisshouldnotjustbepromotedtowomen.
Intermsofhowfemalerespondents“felt”withregardtoattitudesandviewsintheworkplace,mostwerepositivewhenaskedifwomenandmenweretreatedequally,with55%answeringyescomparedwith45%whosaidno.
WewerealsokeentounderstandviewsandopinionsonhowGovernmentorthecompanytheyworkedforcoulddomoretoimprovegenderequalityatwork.Thefollowingareaselectionofresponsesreceived:
Doyouthinkthatmorefamilyfriendlypolicieswillimprovegenderequalityintheworkplace?(%)
80
70
60
50
40
30
20
10
0Yes No
Inyouropinionoverall,doyouthinkwomenandmenaretreatedequallyinyourworkplace?(%)
60
50
40
30
20
10
0Yes No
Lead by example and promote successes
No – think the rules have gone far enough
Education from the earliest age needs to move away from gender stereotypes
My company has a severe cultural issue. I think it is past hope
20.42%
45%
55%
79.58%
43 The role and contribution of women in the Scottish economy
Finally,weaskedrespondentsforanyfurthersuggestionsorideastosupportwomenthroughoutScotlandtoachievetheirambitionsatwork.Fromthevastnumberofsuggestionsreceived,mostfocusedonschool,education,culture,attitudes,employmentpracticeandleadership.Manyoftheseresponsesreinforcedviewsexpressedwithinthediscussiongroups.
■ “Myseniormanagerandareadirectorarebothwomen–verycapableandhavemadetheirgradeontheirbusinessqualities,notgender”
■ “Networkingisreallyimportantsothatwomenhavepeopletolearnfromandshareissuesandgoodpracticewith.Themorejoinedupthiscanbethebetter”
■ “IstronglybelievethatwomenaregrantedrecognitionintheUKbasedontheirabilities.Tosaythatacertainpercentofaboardshouldbefemaleisinmyopinionnotcorrect–businessshouldbebasedonpeople’scapabilities,nottheirgender,andbyprotestingthatacertainnumbershouldbewomencouldresultintheopinionthatcertainwomenhaveattainedboardstatuspurelyduetotheorganisationneedingtogaintherelevantfemalerepresentativepercentage”
■ “Startbyeducatingchildreninschoolaboutequalityintheworkplace,greateruseofmentoringforyoungwomenineducationandintheearlystagesoftheircareer,flexibleaffordablechildcare,particularlyforschoolagechildren”
■ “Educatemenandidentifymalechampionswithindifferentsectors”
■ “GroupsliketheLeanIncircleandChangingtheChemistryaredoinggreatworktoconnectwomenandgivethempracticaladviceandaccesstoothers.TheexistinggroupsareprimarilybasedincentralScotland.WeneedmorehelpintheNorthEastandruralareastoo.Outsidethebigcitiesthereisabiggerchallenge”
■ “Moreeducationforgirlsinschools;raisingexpectationofgirls;havinginspirationalfemaleleaderstalkingto5thand6thyearpupilsandexplaininghowtheyhadgottotheirpositionandthekindofthingstheythoughtabout.Showinggirlsandyoungwomenwhattheycandotohelpthemselvessucceed,aLeanInapproach”
■ “Weneedtheworkplacetobemoreopentochangeratherthanwomenhavingtoadopttofitthecurrentmodels.Wedon’tneedtobeatadeskearly/latetobeeffective.Womenneedtoaskformorehelpratherthaneffectivelysteppingoffthecareerladderbecauseit’stoohardtojugglefamilyandcareer.Weneedtostartasking/expectingourpartnerstosharetheworkloadathome”
■ “DowehaveamentormatchwithinScotland?Thatwouldbeahelpfulstart,forwomenatalllevelstosupportthosebelow.Seeinghigh-profilementellingtheirstoriesofsupport.Changewillcomethroughthosewiththecurrentpowerbase”
■ “Keepchallengingunfairbehaviour,all-malepanelsatconferences,all-malenominationsforawardsetc”
45 The role and contribution of women in the Scottish economy
Chapter8
Final Conclusions and Recommendations
46 The role and contribution of women in the Scottish economy
8.1Conclusions
Overthepastsixmonths,wehavesoughttogatherandcollateevidenceandcreateaknowledgebankofinformationtohelpunderstandthestatusofwomenomicsinScotland,andtoidentifythosekeyareasandissuesthatcoulddelivergreatestimpacttotheeconomyofScotlandandtotherole,positionandself-confidenceofwomenthemselves.
ThisReviewhasbeenconductedinaverydynamicandfluidcontext,withalmostweeklyreports,findingsandanalysisbeingreleasedontheroleofwomenintheeconomy.WhilstchallengingintermsofincorporatingthisfloodofinformationanddataintothisReview,ithasbeenwelcomed.Webelievethatthisclearlyreinforcesandhighlightsthatwenowhaveagreeduniversalacceptanceoftheimportanceofensuringweareenabling,supportinganddeveloping“allthetalents”intheeconomy,notjustwithinScotland,butacrosstheUKandglobally.
Whilstmanyofthesereports,analysesandsurveyshavebeenhelpfulinaddingtotheevidenceandknowledgebankwehavecreatedaspartofthisReview,whatisstilllackingisanagreednationalplanofactionorrecommendationsthatwilladdressthefundamentalissuesorleadtothestructuralreformnecessarywithintheeconomy.
TherearemanyreportsandpolicydocumentswithinScotlandthatlistrecommendationsonactionstotacklespecificissuessuchaslowpay,childcareprovision,boardmembership,STEMeducation,entrepreneurshipetc.However,thisReviewhasidentifiednosingleactionplanoroverviewthatseekstobringtheseissuesandtheprivate,publicandthirdsectorstogetherinScotland,ortolookatwaysinwhichGovernmentandbusinessescanworkmoreeffectivelyinpartnershiptoimplementa“GenderActionPlan”todrivechangeandeconomicgrowth.
Manywomenandbusinesseshavetoldusthisiswhattheywouldliketosee.WhilstwedonotbelievethatthiswillbeapanaceatoaddressgenderinequalityacrossScotland,wedoconsideritwillbeasignificantfirststep.
TheWomen’sBusinessCouncil,ataUKlevel,hasattemptedtoachievethis.However,ithasnoregionalrepresentationataScotlandorUKlevelandapproachestheissueofwomenomicspurelyfromabusiness-ledperspective,withlittlecontextofplaceorgeographyorconsiderationoftheeconomicimpactoftheSmithCommissionandDevosettlementongenderinScotland.
ThisisnotintendedasacriticismoftheworkoftheWomen’sBusinessCouncil,asinashortspaceoftimeithasmaderemarkableprogress.IthashighlightedtheissueofgenderandeconomiccontributionataUKGovernmentlevel,butitsimpactacrosstheUKandengagementwithinaneconomicpolicycontextinScotlandhasbeenminimal.
Whilstwerecognisetheimportanceandkeyroleofbusinessesindrivinggrowth,cultureandbehaviourchangeintheworkplace,wealsorecognisethatsuccesslinkedtogenderissuescannotbeachievedinavacuum.Itisonlybyjoiningthedotsandworkinginpartnershipwithotherswhoalsocontrol“leversofsuccess”thatwewillbeabletoachievethestepchangeineconomicgrowthlinkedtogenderthatweallwanttosee.
TheScottishGovernmentrecentlypublishedareport,undertakenbyNapierUniversity2014,inwhichtheyprovidedarangeofrecommendations,basedonbestpractice,toaddresstheissuesofwomenonboards.Thisreport’srecommendationsmirrormanyofourownfindingsandrecommendationslinkedtoimprovingaccesstotraining,mentoring,buildingthepipelineoftalent,improvingaccesstoprofessionalandbusinessnetworksandtheintroductionofvoluntaryreportingandquotas.
However,theissueofgenderandwomenomicswithinScotlandextendsbeyondpurelyincreasingthepercentageoffemaleboardrepresentation,childcareprovisionorpaygaps.ToachievethefulleconomicpotentialofwomeninScotlandwillrequireaconcertedandjoined-upeffortbyGovernment,businessesandtradeunionstotacklestructuralandculturalgenderdeficits.
8. Final Conclusions and Recommendations8
47 The role and contribution of women in the Scottish economy
TheevidencewehaveanalysedsuggeststhatthereisahugetalentpotentialwithintheScottisheconomythatiscurrentlyeitheruntappedorwasted.WethereforeconcludethatthewomenomicspotentialinScotlandissignificant.However,toaddressthischallengeandtounlockthepotentialtomaximisetheeconomiccontributionthatwomencanmaketotheScottisheconomy,wewillneedtoundertakearangeofspecificmeasuresandactions.
ThisReviewbelievesthat,withinScotland,thereisaneedtoconsiderpolicyandmeasurestoaddressthreespecificareas:
1.MainstreamAttitudesandBehaviours2.MeasureforImpact3.MentorandLeadforChange
WeneedtoMainstream Attitudes and Behaviour towardsgenderandequalityintheworkplace,sothatitbecomesthewaywedobusinessorhowwemakeeconomicinvestmentdecisions,nota“women”or“feminist”issue.Similarly,weneedtochangeculturesandbehaviourinthehome,atschoolandinwidersocietysothatweneutraliseprejudiceandsocialconditioninglinkedtowork,caringrolesandcareerchoicesandmaximiselife-timeearningopportunitiesforeveryone.
Weneedto Measure for Impact byintroducingarangeofimpactmeasureslinkedtoscaleandexpectedreturnoninvestmentinnationalpoliciesandprogrammestoaddressgenderinequalitiesintheworkplaceandinfemaleentrepreneurship.Weneedtoensureacoordinatedandjoined-upapproachbybothGovernmentandtheprivatesector,atRegionalandCitylevels.ThisReviewconsidersthat“ifitgetsmeasured,itgetsdone”.Wealsoneedtomeasurethescale,focusandnatureofworkplaceinnovationwithinScotland,sharingbestpractice,knowledgeandacademicresourcesacrossprivate,publicandthirdsectors.
Wealsoneedtoensurethat,withinthepublic,privateandthirdsectors,we Mentor and Lead for Change throughaprogrammeofsustained,accessibleandrelevantsupport,mentoringandcoachingprogrammes.Wealsoneedtodemonstrateleadershipandtohaverelevantrolemodelsatschool,workandboardroom
level.Weneedourpublicagenciesandprivatecompaniestoprovideencouragementandsupportthroughtransparencyinpay,rolesandtrainingopportunities,andweneedtoinvestindevelopingouryoungfemalefutureleaders.
WithinthisReview,wehavethereforeidentifiedtenspecificmeasuresthatwebelievewilldeliverstepchangeintermsofeconomicgrowthandgenderequalityinScotland.
8.2 Recommendations: DeliveringtheChange
Mainstream Attitudes and Behaviours
1. Mainstreaming Womenomics – Creating a “Collective Culture”: A Gender Action PlanMuchoftheresearch,analysisandcontributionswehavereceivedhighlighttheneedforachangein“culture”atsociety,business,workplace,communityandhomelevelsaroundtheroleofwomen,careers,studyortrainingchoicesandtheirroleashomemakersandcarers.
McKinsey&Co.in2014highlightedtheimportanceofwhattheytermed“movingmind-sets”ongenderdiversity.Whilsttheyfocusedontheneedtochangecorporateculturestosupportmorewomentoreachseniorpositions,webelievethischangeinmind-setrequirementcanbeequallyappliedatnationallevel.
TounlocktheeconomicvalueofdiversitywithinScotlandwewillrequirestrongandvisiblepublicandprivateleadership,recognitionofthelengthoftimeitwilllikelytaketochangedeep-rootedsocialandculturalbehavioursandacoordinatedandholisticgender-neutralapproachacrossthepublic,privateandthirdsectors.
WebelievetheScottishGovernmentshouldprogresstheirdrivetoachievegreaterdiversityintheworkplaceinScotland.However,thisneedstobeundertakeninpartnershipwithwiderstakeholdergroups,mustcrosspoliticalpartydividesandmustresonatebeyondafocusonissuesofsocialjustice.
48 The role and contribution of women in the Scottish economy
WithintheReviewprocess,wehavenotidentifiedasingleexampleofanation,outsidetheNordicStates,thathassoughttochangecultureandmindsetsongenderequalitythroughjointworkingbetweentheprivatesector,employerrepresentativesandGovernment.Therearemanygoodexampleswithincorporateorganisations,crosssectorsandwithinindividualbusinessesofprogrammesaimedataddressingworkplacegenderissues.Webelievethatequalitywillbeachievedthroughacoordinated“crowd”campaignandintegratedactionplanacrossthepublicandprivatesectorsimplementedatthesametimeandsupportedbyarangeoflegislativeandcompliancemeasures.
WehaveachievedthisinScotlandwithinthepublichealtharenalinkedtosmokinginpublicplacesanddrinkdriving;weshouldaimtoapplytheselearningstogenderequalityandworkplacediversity.Weneedto“callitout”,asmanywomenacrossScotlandhavetoldus.
Weneedtomainstreamgendertoneutraliseitspowertonegativelyimpactuponperformanceandachievement,whilststillcelebratingthediversity,talentsandcontributionofeveryonetotheeconomyofScotland.
ThisReviewbelievesanationalGenderActionPlanwillbeasignificantfirststepindeliveringthisambition.ThisReviewalsobelievesthattheUKandScottishGovernmentshavealeadershiproleinmakingthishappen.
2. Coordinating a National Approach: Need For Joined-up SolutionsThisReviewhasidentifiedafragmentedandlocalisedapproachbygovernmentacrosstheUKintacklingissuesofgenderandequalities.Post-1999wehavewitnessedamovetowardsgreaterlocalisationintacklinggenderinequality,withtheestablishmentofScottishofficesorinitiativesbymanytrade,industryandmembershipbodies.Similarly,theScottishGovernmenthavemovedtoimplementsocialpoliciesandprogrammesthat,whilstprogressiveinaddressingissuesofgenderinequalitywithinScotland,caninthemselvescreategreaterinequalityacrosstheUK.Whilsttheabilitytoprovidesolutionsthataddresslocal
orregionaleconomicneedcanbeaneffectiveuseofpublicresources,withinthegendercontextsomecontributorstothisReviewhaveidentifiedthepotentialissueof“unintendedconsequence”throughanemergingnon-alignmentofequalitiespolicymeasuresacrosstheUK.
Workundertakenwithintheareaofwomen’senterprisewouldalsosupportthisview.
Therefore,theneedforgreaternationalcoordination,UK-widesupportprogrammesandaccesstoadviceanddeliverymechanismshasbeenidentifiedbymanycontributorstothisReview.
WiththeintroductionofgreatereconomicpowerstoScotlandthroughtheScotlandAct2012,andtheSmithCommissionbringingfurtherdevolutionofpowerstotheScottishParliament,wewouldalsosuggestthatitistimelytoconsidertherole,focus,resourcesandremitwithinthisdevolvedframeworkoftheEqualityandHumanRightsCommissioninScotland.This,however,hasbeenbeyondthetermsofthisReview.
3. Changing Behaviours: Education, Family and CultureManyparticipantsandcontributorstothisReviewidentifiedtheneedtochangeculturesandmindsetsongenderandequalities.Thekeyrolesofthehome,schoolandpeergroupsareseenasessential,particularlyintheearlyyears.TheCurriculumforExcellence(CfE)isalsoseenbymanyasanidealplatformtotackleculturalissuesandgenderstereotypingfromanearlyage.
WithinthetimescalesofthisReview,wehavenotconsideredindetailthoseaspectsoftheCfEwithinScotlandthataddressequalities.
However,weconsiderthatmodulesshouldbedevelopedwitheducationalspecialiststhat seektore-profileScotland’syoungpeopleonissuesandperceptionsaboutdiversityandequality.Weshouldalsoaddressgenderbiasathome,atworkandinthecommunityfrom anearlyage.
49 The role and contribution of women in the Scottish economy
Measure for Impact
4. Measuring Policy Impact: Gender Equalities IndexThevalueoftheGenderEqualitiesIndexinsupportingeconomicpolicyanddecision-makingwithinNorwayiswelldocumented.Webelievetheopportunity,expertiseanddataplatformsexistwithinScotlandtoallowsimilarbenchmarkmeasurestobeintroducedatalocalauthorityorcityregionlevel.ThisIndexwouldbedevelopedtoberelevantwithinaScottisheconomiccontext,applyingthosemeasuresappropriatetoeconomicgrowthandenablingthetrackingofprogressovertime.Thiswouldthenlinktomeasuresofgenderperformanceinemployment,businessstart-ups,educationpassratesetc.
5. Driving Investment: The Concept of a “Gender Dividend”WithinthetimeframeofthisReview,wehavenotbeenabletoundertakeanestimateofthespendorinvestmentcurrentlybeingmadewithinScotlandon“women”issues(withinpublic,privateorthirdsectororatanindividuallevel),nortolookattheROI,progressmadeorvalueforthepublicpursefromthatexpenditure.Itisnotevenclearfrompreliminaryanalysisthatsufficientdatameasuresexisttoenablethisworktobeundertaken.
Giventherelativenewnessofmanyofthefamily-friendlypolicymeasuresbeingintroducedbytheUKandScottishGovernments,nolongitudinalstudiesexisttomeasureimpact.GenderbudgetingframeworksalreadyexistwithinScotlandandarewellestablishedinbothchallengingandsupportingScottishGovernmentspendingandbudgetplans.
Webelievetheconceptofa“GenderDividend”couldbedevelopedtoallowmoreeffectivemonitoringofandtargetedinvestmentonthoseissuesthatwilldelivergreatestimpactfortheScottisheconomy,familiesandwomenthemselves.Manyofthetoolsandexpertiseneededtodevelopagenderdividendalreadyexist,soitisanticipatedthatasimilarmethodologycouldbeappliedtosupportwiderprivateandpublicsectorinvestmentplanningatacityorregionallevelwithregardtogenderimpact.
6 Implementing a Coordinated Approach: A Virtual Gender Resource NetworkIncollatinginformationanddataforthisReview,wehaveidentifiedamultiplicityofdatasources,informationsets,reviewsandresearchoutputsacrossarangeofthemes,sectorsandtimescales,mostofwhicharenotdirectlycomparable.IthasalsoproveddifficulttoextrapolatemanynationaldatasetstoaScottishnationalorregionallevel,andlikewisetocompareScottishgenderdataataUKorinternationallevel. Wewerealsostruckbythevolumeofacademicreports,sectororworkplace-specificinformationandpolicyinsightsthat,whilstbeingavailablewithinateachingandlearningcontext,werenotbeingsharedorcirculatedtopolicymakers,governmentorbusinesseswhocouldapplythisresearchknowledgewithinanoperational,businessinnovationorimprovementcontext.
Inaddition,duringthisReviewprocess,manybusinesseswelcomedtheopportunitytosharebestpractice,trainingresourcesandexpertisewithsmallerbusinessesororganisationsongender-relatedissues.Asimilarwillingnesstoshareandexchangeinformationandexperiencewasidentifiedwithincross-sectoraccreditationbodies,tradeorganisationsandindustrygroups.
OurdetailedanalysisoftheNorwegianapproachtogenderpolicyhashighlightedtheefficiencyandeffectivenessofStatisticsNorwayinallowingopenaccesstogender-specificeconometricdataandtheanalysis,informationandacademicresearchpapersandgender-focusedorganisationsthatlinktoit.
This“one-stopshop”approachlinkingtoeconomicdatainbothNorway(StatisticsNorway)andAustralia(HILDA)isanapproachthatcouldeasilybereplicatedinScotland.
However,webelievethatcombiningnationaleconomicdatasets,businessintelligence,bestpracticeandresources,andunderpinningthiswithaccesstoaScotland-wideacademicevidenceandresearchbase,wouldbeuniqueinaglobaleconomicdevelopmentcontext.Webelievethattherewouldbeeconomicvalue
50 The role and contribution of women in the Scottish economy
inhavingcommongenderdatasetsforpolicyandplanning,butalsotoprovideacentreofexcellencetosupportSMEsandsmallercharitableorthirdsectororganisationswhodonothaveaccesstogendertrainingorsupportresources.
SuchaNetworkorpoolofresourcescouldalsohaveresponsibilityforimpactmeasuresandeffectivenessmonitoring,determiningeffectivenessofgovernment-ledgenderorequalitiesprogrammesandforsupportinginternationallinkstotheUnitedNationsandotherinternationaldevelopmentorganisationsfocusedonwomen’seconomicissues.
Itwouldalsoimproveknowledgeexchangefromacademicexpertsthroughtobusinessownersandleadersandtopolicydecision-makers.Thiscoordinatedapproachwouldalsohelpdelivergreatervalueandinsightstothewideracademicandresearchcommunitybyprovidingopenaccesstoaninformedbusinessevidencebase.
WhilstthefutureformatandremitoftheEqualitiesandHumanRightsCommissionisamatterfortheUKGovernment,webelievethereissynergyandvaluetobegainedintermsofeconomicgrowthbylinkingregulationorassessmenttothepracticallyfocusedresourcesandsupportservicesthatcouldbeprovidedbyestablishingaconnectednetworkofexpertiseandknowledge.
7. Driving Innovation: Workplace Policy InnovationThisReviewhasidentifiedthetrendsinchangingworkforceandbusinessneedsthatareemerginginmanybusinessesacrossScotland.AllbusinessesparticipatingintheReviewidentifiedthepaceofbusinesschangeandtheneedtoensureatrained,flexibleandmotivatedworkforce.Formanysectors,therewerestrongbusinessdriversintheneedtorecruitmorefemaleworkers;nota“nicetodo”buta“needtodo”.Alliedtothiswastherecognitionoftheneedtoensurefamily-friendlyandflexibleworkingarrangementsthatwouldretainandgrowtalentinanincreasinglycompetitiveandglobalmarketplace.
Likewise,manywomenthemselvesrecognisedthechangingneedsoftheworkplace.However,formanywomen,particularlythoseinearlytomid-careerrange,accesstoaffordablechildcarewasseenasessentialtosupportareturntowork.TheneedforuniversalchildcareprovisionanditsbenefitstoeconomicperformancehavebeenwidelydocumentedandevidencedwithinScotland.Wewouldthereforeaddoursupporttothatprinciple,butwouldaddtheprovisooftheneedtoconsideraffordabilityandthecostofdeliverytobusinesses,recognisingthespecificissueslinkedtoruralandislandcommunities.
Wewouldhighlightthedesireformoreinnovationandflexibilitywithintheworkplacethatwasmentionedbymanywomen,particularlythosewhoseektobalancechildcareandworkcommitments.
Similarly,wewouldrecommendthatconsiderationisgiventocommunityhubsandalocalisedapproachtobusinessstart-upsandoperationsbypublicandprivatesectororganisations.Accesstotransportandfamilyandcarecommitmentsoftenimpactuponcareeropportunitiesandaccesstobusinessnetworksandsupportservices.Byconsideringfemalelabourforceconcentrations,publictransportaccess,femalebusinesssupportnetworksetc.,thiswillhelpsupportandencouragemorewomentoenterthelabourforce,returnfrommaternityleaveandprogresstheircareers.
WewouldproposetheestablishmentofaWorkplaceInnovationGrouprepresentingpublic,private,andthirdsectororganisationsandtradeunionstohelpdriveinnovationinworkplacesacrossScotland.ThiscouldbelinkedtotheworkcurrentlyundertakenbySkillsDevelopmentScotlandandbeintegraltothenationalskillsdevelopmentplansandnationaleconomicstrategy.
51 The role and contribution of women in the Scottish economy
Mentor and Lead for Change
8. Investing in Leaders: Public Board QuotasWithinScotland,therehasalreadybeenanextensivepublicconsultationontheproposaltointroduceagenderquotasystemtoallpublicbodies.IthasnotbeentheintentionwithinthisReviewtorevisitthedecisionbytheScottishGovernmenttomovetolegislationonthismatterinthenearfuture.
However,thisReviewhasinvestigatedinsomedetailtheNorwegianandEuropeanexperienceswithregardtoboardquotas,andwehavealsoconsideredcarefullytheviewsandopinionsofmanyfemalerepresentativeorganisationsandgroups.Wehavealsotakentheopportunitytodiscussthisissuewithinourconsultationprocessandonaone-to-onebasiswithmanybusinessandcivicleaders.
Inconclusion,wehavefoundwidespreadsupportamongstcontributorsfortheintroductionofboardquotastopublicbodies.However,thereisverystrongsupportforthistobeaccompaniedby“sunset”clauses,sothatthiswillbephasedoutovertimeasbehavioursandcultureschange.
WehavebeenmindfulofthechequeredsuccessofquotasinNorway,intermsofcreatingasmallcohortofindividualswhosecureappointments,andthelackofsuccessofquotasinestablishingafemaletalentpipelineintoandfromseniormanagementatboardlevel.
Therefore,theReviewrecommendsthattheintroductionofquotastopublicbodiesalsoneedstobeaccompaniedbyacommitmentandinvestmentbytheScottishGovernmenttoa“public”programmeoftalentdevelopmentlinkedtogenderwithinpublicorganisationsandcloselyalignedwithprivatesectorinitiatives.Withappropriatemeasures,impactsandmilestonesestablished.
9. Developing the Talent Pipeline: Voluntary Equalities Disclosure (Code for Companies in Scotland)Intermsoftheissueofquotas,asmallminorityofsurveyrespondentsdidindicate
thattheyfavouredlegislationforpubliclimitedcompanies.However,themajorityofcontributorsexpressedwidespreadsupportforthedevelopmentofa“voluntarycodeofconduct”forprivatecompanies.Thisprinciplecouldbeextendedtothirdsector,charityandsocialenterpriseorganisations.
Itisrecognisedthatallpublicsectororganisationshaveequalityreportingobligations,andthatlargeremployeeswillsoonberequiredtopublishgenderpayinformation.Whilstcontributorsconsidereditwasnotappropriatetoextendthistotheprivatesector,itwasconsideredthatScotlandcouldbeseentobeleadingthewayinestablishingavoluntarycodethatwouldprovideinformationongenderperformancelinkedtojoblevels,grades,paybandsetc.WerecommendthatmorebusinessesshouldbeencouragedtofollowtheThink,Act,ReportFramework.
Werecognisethatthiswillrequirefurtherdiscussionacrosstheprivateandthirdsectors,butmanyorganisationsalreadycollateandmonitorthisinformationandrecogniseitsvalueinhelpingtocreateandsupportthefemaletalentpipelineintoleadershipandboardrolesandhaveindicatedawillingnesstosharewithothercompanies.
10. Building Confidence and Skills: A National Joined-up Approach to Female Mentoring Programmes and Improved Access to NetworksTheneedforeffectivementoringandsupportnetworksforwomenatallstagesintheircareersisarequirementthathasbeenrecognisedinmanystudies,reportsandresearchinputstothisReview.TheNapierUniversitystudyin2014onbehalfoftheScottishGovernmentalsoidentifiedmentoringandbusinessnetworksaskeyrequirementstosupportmorewomeninScotlandontoboards.ItisalsoarequirementthathasbeenhighonthelistofrequestsfrommanyfemalecontributorstothisReview.Theneedformoreeffectivementoringandaccesstosupportnetworkswasidentifiedinourdiscussionswithallages,inallsectorsandfromacrossallareasofScotland.
52 The role and contribution of women in the Scottish economy
Mostcontributorsconsidereditwouldassistwitheducationandtrainingplanning,careerchoice,personalandbusinessdevelopment,buildingconfidenceandhelpingtosupportaccesstoleadershipopportunities.Theeconomicbenefitsandvaluearewelldocumentedintheresearchevidence.
TheReviewalsoidentifiedtheneedforalife-stageapproachtomentoring,startingfromearlyyearsschoolingthroughtoseniormanagementcoachingforboardpositions.Thereisaneedforajoined-upapproach,whichensuresthatateverystageofawoman’scareerthereareopportunitiesandexternalsupportnetworksavailabletoofferguidanceandadvice.ItwasconsideredessentialforeconomicgrowthbymanycontributorsfromkeysectorsincludingITC,professionalservices,engineering,oilandgas,andlifesciences.
AnumberofprogrammesoperatingwithinScotland,inboththepublicandprivatesectors,havebeenheldupbycontributorsasbestpracticeexamples,includingthoseoperatedbytheInstituteofDirectors,theScottishGovernment,EYandTescoBanktonameonly
afew.TherearealsoanumberofprogrammesbeingdeliveredthroughorganisationssuchasWomenonBoards,ChangingtheChemistry,InspirationalJourney,30%Club,LeanInScotlandetc.thatareallaimedatsupportingcareerprogression,andwhichhavebeenwelcomedbyfemalecontributorstotheReview.
Partofthechallengeformanywomenistounderstandandbeawareoftherangeandfocusofmanyoftheseprogrammes.Therefore,wewouldsuggestthatthereisaneedfora“NationalMentorandNetworkingDataBank”tobeestablished.Thatcouldprovidedetailsofandeasyaccesstothesementorprogrammesandorganisations,withacalendarofeventsandactivitiesprovidedacrossthecountry.
WewouldalsoproposethattheScottishGovernmentconsidertheprovisionofa“careermentor”toallyoungpeopleinScotland,overandabovetheprogrammeofcareerguidanceandadvice.Moreover,werecommendthateasieraccesstoexternalmentorshipisavailabletoyoungwomenintheworkplace.
54 The role and contribution of women in the Scottish economy
9. References■ Houston,D.andMarks,G.“TheRoleof
PlanningandWorkplaceSupportinReturningtoWorkAfterMaternityLeave”BritishJournalofIndustrialRelations41(2),2003.
■ InstituteforPublicPolicyResearch“Who’sBreadwinning”,2013.
■ InstituteofFiscalStudies“NewbornsandNewSchools:CriticalTimesinWomen’sEmployment”,2006.
■ InstitutionalShareholderServices“GenderDiversityonBoards:AReviewofGlobalTrends”,2014.
■ InternationalLabourOrganization“WomeninBusinessandManagement:GainingMomentum”,2015.
■ Kunze,A.andMiller,A.R.“WomenHelpingWomen?EvidencefromPrivateSectorDataonWorkplaceHierarchies”,NBERWorkingPaperNo20761,2014.
■ Mckay,A.“Women,ScotlandandtheCrisisinEconomics”,OpenDemocracy,2013.
■ McKinsey&Co.GlobalSurvey“MovingMind-setsonGenderDiversity”,2014.
■ OECD“ExecutiveSummaryinClosingtheGenderGap:ActNow”,2012.
■ Olsen,W.Gash,V.,Vandecasteele,L.andHeuvelman,H.“TheGenderPayGapintheUK1997-2007”,GovernmentEqualitiesOffice,2010.
■ PewResearchCenterhttp://www.pewresearch.org/.
■ Razzu,Giovanni“GenderinequalityintheLabourMarketintheUK”OxfordScholarshipOnline,2014.
9■ Altman,DrRos“ANewVisionforOlder
Workers:Retain,Retrain,Recruit”,2015.
■ Betrand,Marianne,Black,JensenandLleras-Muney“BreakingtheGlassCeiling?TheEffectofBoardQuotasonFemaleLabourMarketOutcomesinNorway”NBERWorkingPaperNo.20256,2014.
■ Brierton,JackieMBE“ExchangeofGoodPracticesonGenderEquality:EncouragingFemaleEntrepreneurship,DiscussionPaper,EuropeanCommission”,2014.
■ BurtReport“InclusiveSupportforWomeninEnterprise”,2015.
■ CouncilofEconomicAdvisers“SecondAnnualChair’sReport”,2014.
■ DaviesReviewAnnualReport,“WomenonBoards”,2014.
■ DaviesReview“WomenonBoards”,February2011.
■ DepartmentforBusiness,InnovationandSkills“SharedParentalLeave:PublicAttitudes,CommissionedResearch”,carriedoutbyOpinionMatters,2015.
■ EHRC“ModernApprenticeships.Equality&TheEconomy:SpreadingTheBenefits”,2013.
■ EY“Women.FastforwardTheTimeforGenderParityisNow”,2014.
■ Fagan,C.,GonzalezMenendez,M.andGomezAnson.S.(eds)“WomenonCorporateBoardsandinTopManagement:EuropeanTrendsandPolicy”,2012.
■ GovernmentEqualitiesOfficeandEverywoman“TheGenderPayGapMatters”,2015.
55 The role and contribution of women in the Scottish economy
■ RoyalAcademyofEngineering“Britain’sGotTalentedEngineers”2013.
■ ScottishGovernment“ChildcareandLabourMarketParticipation”,2014.
■ ScottishGovernmentCommunitiesAnalyticalServicesReport“MaximisingEconomicOpportunitiesforWomeninScotland”2015.
■ ScottishGovernment“ConsultationonWomenonBoards”,2014.
■ ScottishGovernment“Women’sEmploymentandSupportNetworkandResources”,2013.
■ ScottishGovernment“Women’sEmploymentSummitEvidencePaper”,2013.
■ ScottishParliament“UnderemploymentinScotland”,2013.
■ Sealy,R.andVinnicombe,S.“TheFemaleFTSEBoardReport2013:FalseDawnofProgressforWomenonBoards?”CranfieldSchoolofManagement”2013.
■ StatisticsNorwayResearchDepartment,DiscussionPaperNo.767January2014“TheIntergenerationalTransferoftheEmploymentGenderGap”.
■ StatisticsNorwaywww.ssb.no.en.
■ Stephan,U.,Hart,M.andDrews,C.“UnderstandingMotivationsforEntrepreneurship:AReviewofRecentResearchEvidence”,2015.
■ TheEmploymentResearchInstitute,Edinburgh.
NapierUniversity“OvercomingBarrierstoEqualityandDiversityRepresentationonPublic,PrivateandThirdSectorBoardsinScotland”,2014.
■ TUC“ThePregnancyTest:EndingDiscriminationatWorkforNewMothers”,2014.
■ UKCommissionforEmploymentandSkills“HorizonScanningandScenarioBuilding:ScenarioforSkills2020”,2010.
■ WiSEBriefingSheet“TheEconomicCaseforInvestinginHighQualityChildcare”,2013.
■ Women’sBusinessCouncil“WomenandtheEconomy”GovernmentActionPlan,2013.
■ CharteredInstituteofPersonnelandDevelopment(CIPD)“FlexibleWorkingProvisionandUptake”2012.
■ Women’sEnterpriseScotland“WomeninEnterprise:AFrameworkandActionPlan”ScottishGovernment,2014.
■ Wood,SirIan“EducationWorkingForAll!”2014.
■ Inundertakingthiswork,weacknowledgetheextensivedatasets,informationandanalysiscurrentlyavailableviatheScottishGovernment,theScottishParliamentandSkillsDevelopmentScotland(SDS).Inparticular,ininformingthisReview,wehavedrawnextensivelyonthedatasetsandinformationcontainedintheSPICeLabourMarketupdates,theOfficeforNationalStatisticsandtheAnnualSurveyofHoursandEarnings(ASHE).WealsoacknowledgetheextensivedataandresearchaccessedfromClosetheGapandtheSTUC.
56 The role and contribution of women in the Scottish economy
ThroughthisAct,paysecrecyclausesarenolongerenforceable.Inaddition,legislationwasintroducedin2014thatrequiresemployerswholoseequalpaycasestoconductafullequal payaudit.InScotland,theregimeisdifferent tothatoperatinginbothEnglandandWales, withadditional“specificduties”linkedtoareas suchaspublishingpaygapinformationand equalityoutcomes,andreviewingpolicyandpractices,awardcriteriaandconditionsfor publicprocurement.
The2010ActbuildsonpreviouslegislationbutalsofollowsthreemajorEuropeanDirectives:theEqualTreatmentDirective,theRacialEqualityDirectiveandtheDirectiveestablishingageneralframeworkforequaltreatmentinemploymentandoccupation.ThislegislativeframeworkappliesacrossGreatBritain,thoughNorthernIrelandhasitsownequalitylegislation.
TheSmithCommissionAgreement,publishedinNovember2014,recommendsthatpowers,including,butnotlimitedto,theintroductionofgenderquotasinrespectofpublicbodiesinScotland,bedevolvedtotheScottishParliament.TheUKGovernmentpublisheddraftclausesinJanuary2015thatdelivertheAgreementandgiveeffecttothisrecommendation,andthemainWestminsterpartieshavecommittedtolegislationinthefirstQueen’sSpeechofthenewParliamenttoimplementthis.
Extension of Flexible WorkingIn2014,theUKGovernmentextendedtherighttorequestflexibleworkingtoallemployeesthathaveworkedforthesameemployerforatleast26weeks.Thisdoubledthenumberofemployees
entitledtoapplyforflexibleworkingconditionstoover20million.Itisestimatedthatthiswillcreateovertwomillionrequestsayear.
ManycontributorstothisReviewhaveidentifiedthebenefitsofflexibleworkingtotheircareersandfamilylife.Researchalsosuggeststhatflexibleworkingcanprovideemployerswithaccesstoawiderpoolofskillsandtalent,improvedrecruitmentandretentionrates(76%),andincreasedstaffmotivationandproductivity(73%)(CIPD,2012).TheUKGovernmentestimatesthattherighttorequestflexibleworkingwillcreatebusinessbenefitsofnearly£117millionover10years (refhttps://www.gov.uk/government/uploads/system/uploads/attachment_data/file/82794/12-1270-modern-workplaces-response-flexibleworking-impact.pdf).
Introduction of Shared Parental LeaveSharedparentalleaveandpaycomesintoeffectforbabiesdueonorafter5April2015andadoptionsonorafter5April2015.Underthisnewscheme,workingcoupleswillbeabletoshareuntakenmaternityleaveandpay,followingthefirsttwoweeksrecoveryperiodthatmothershavetotakeoffafterbirth,soupto50weeks’leaveand37weeksofpaycanbeshared.ArecentsurveybyBIScommissionedbytheDepartmentforBusiness,InnovationandSkills(2015)showedthat,inScotland51.6%ofpeoplethinkthatthemainresponsibilityforchildcareinahouseholdshouldbesharedequally.
Itisanticipatedthatthisnewsystemwillgive bothparentsmorechoiceandfreedominhow theysharethecareoftheirchildinthefirstyearafterbirth.
Appendix A: UK and Scotland: Additional Background
InApril2011,anewpublicsectorequalitydutyintheEqualityAct2010cameintoforce.Thisisoftenreferredtoasthe“generalduty”.Thiscoverstherelevantprotectedcharacteristicsofage,disability,genderreassignment,pregnancyandmaternity,race,religionorbelief,sexandsexualorientation.
57 The role and contribution of women in the Scottish economy
Other Relevant UK Government InitiativesThe Women’s Business CouncilTheWomen’sBusinessCouncilisanindependentworkinggroupsetuptoensurerealactionbytheUKGovernment,businessesandotherstomaximisewomen’scontributiontotheeconomy.Themembersareallbusinesspeopleworkinginarangeofsectors–includingadvertising,recruitment,enterprise,retail,legal,financialandpharmaceutical.
Theirinitialfindingsshowedthat,byequalisingthelabourforceparticipationratesofmenandwomen,theUKcouldfurtherincreaseeconomicgrowthby0.5percentagepointsperyear,withpotentialgainsof10%ofGDPby2030.Ifwomenweresettingupandrunningnewbusinessesatthesamerateasmen,itisestimatedwecouldhaveanextraonemillionfemaleentrepreneurs.
FollowingthelaunchoftheWomen’sBusinessCouncilreportandrecommendationsin2013,animplementationprogrammewillrunfromSeptember2013toJune2015.TheprogrammecomplementsthedeliverablesintheGovernmentActionPlan,announcedon7November2013.(WomenandEconomyActionPlan,GovernmentEqualitiesOffice).
TheCouncilhavebeenveryactiveintermsofbusinessengagementinEnglandthroughaprogrammeofindustryeventsandbroadcastmedia.However,whilstanationalinitiative,ithashadlittledirectengagementwithbusinessesorstakeholdergroupsbasedinScotland.
ManyoftheconclusionsoftheWomen’sBusinessCouncilare,however,equallyrelevantwithinScotlandandarethereforemirroredinthisReview.ThereisaneedtoconsiderthepredominantlySMEbusinessbaseandthehigherlevelsofpublicsectoremploymentthatcharacterisetheScottishlabourmarketcomparedwiththerestoftheUK(21%asopposedto17.5%in2014)(ONSRegionalPublicSectorEmployment2014,excludingNorthernIreland).
ThefocusonwomeninenterprisehasalsobeenenhancedbytherecentpublicationoftheLorelyBurtReview(TheBurtReport:InclusiveSupportforWomenInEnterprise2015),by
theUKGovernment’sWomeninEnterpriseAmbassador,inwhichanumberofadditionalactionswereidentifiedinrelationtothepromotionofwomen’senterpriselinkedtothe“BusinessisGreat”initiative.TheconclusionsofthisReportmirrormuchoftheworkalreadyunderwaywithinScotlandonwomen’senterpriseandareoutlinedinSection6.3.
Women on Boards – Lord Davies ReviewLordDaviesisleadingavoluntaryandwell-publicisedapproachtoincreasingthenumberofwomenonboardsto25%bytheendof2015.TheUKGovernmentalsohaveatargetthat50%ofnewpublicappointeesshouldbewomenbytheendofthisParliament,withtheaimthatatleasthalfofappointmentstopublicboardsby2015shouldbewomen.
Think Act ReportThink,Act,Reportisavoluntaryinitiativedesignedtoincreasetransparencyaroundwomenintheworkforce,onissuessuchasrecruitment,retention,promotionandpay.Over275companieshavesignedup,coveringover2.5millionemployees,includingmanyScottish-basedcompanies,suchasRoyalBankGroup,StandardLifeandAberdeenAssetManagement.
Asnotedearlier,thegenderpaygapislinkedtotheoccupationsandsectorsinwhichwomentraditionallywork,andthesesectorstendtobelowerpaid.Therefore,transparencyaroundgenderequalityintheworkplaceisseenasakeymechanismfordrivingprogressonthisissue.Think,Act,Reportasksemployerstotakeactiontoaddressissuesofequalityandsharebestpracticesothatcompaniescanlearnfromeachother.
Additional Policy Initiatives and MeasuresThe“GenderPayGapMatters”report(GovernmentEqualitiesOfficeandEverywoman,2015)alsoidentifiesanumberofadditionalmeasurestoaddresscareerchoice,totransformtheworkplaceforwomenandtopromotegreaterpaytransparency.Theseincludeanumberofspecificprogrammesruninpartnershipwithbusinessesincluding:YourLife,whichaimstodoubletheproportionofundergraduatedegreestakenbywomeninengineeringandtechnologyby2030;supportingtheInspiringWomencampaignto
58 The role and contribution of women in the Scottish economy
getmorewomentosharecareerexperiencesinschools;andfundingoftheSTEMAmbassadorsTomorrowsEngineerscampaignandtheOpeningDoorsprogrammewiththeInstituteofPhysics.
Inaddition,acodeofconducthasbeenlaunchedforexecutivesearchcompaniesaimedatimprovinggenderbalanceonboards.
Alloftheseinitiativesandprogrammesoperateonapan-nationalbasis,butfeedbackfromtargetcompaniesandparticipantsintheroundtablesessionswouldsuggestthat,withinScotland,awarenessandparticipationisrelativelylow.
Other Relevant Scottish Government InitiativesTheScottishGovernmenthaveinstigatedanumberofScotland-specificmeasuresaimedatlinkinggenderandequalityissuestowidereconomicgrowth,educationandattainment,skills,careerdevelopmentandhealthpolicy.Throughtheirownpolicieslinkedtoequalpay,flexibleworkingandpublicappointments,theyareseekingtoplayaleadershiproleinaddressinggenderissuesinScotland.
Theseincludeexpandingearlylearningandchildcareprovision,andincreasingflexibilityandchoiceforparents,withplanstoincreasefundedearlylearningandchildcareto30hoursaweekduringthenextParliament.TheScottishGovernmentarealsoimplementingtherecommendationsoftheCommissionforDevelopingScotland’sYoungWorkforce,implementingtheWomeninEnterpriseActionFrameworkandsupportingCareerWisetoencouragegirlsandyoungwomentoconsidercareersinScience,Technology,EngineeringandMaths(STEM).
TheFirstMinister,thefirstfemaleFirstMinisterappointed,hasestablisheda50/50Cabinetandhasalsocommittedtointroducinggenderquotasontheboardsofpublicbodies.
Inaddition,thereisanEqualOpportunitiesCommitteewithintheScottishParliamentwiththeremittomonitorandreviewprogressandissuesrelatedtogenderandwiderequalitiesandtoseek
evidenceandexpertinputtoinformtheworkoftheParliament.ThishasprovedahelpfulchannelforcivicandrepresentativegroupstobothinformScottishparliamentariansandraiseissuesofconcern.
TheScottishGovernmentalsoheldaWomen’sEmploymentSummitin2013tobringkeystakeholdersandpartnerstogethertodiscussanddebatetheissuesofgenderintheworkplaceandfortheeconomy.ThisdialoguehascontinuedthroughtheScottishWomen’sConventionnetworktohelpinformanddevelopfutureScottishGovernmentpolicy.
Equality and Budgetary Advisory Group (EBAG)EBAGisanon-statutoryadvisorygroup,convenedbytheScottishGovernment.TheirremitistohelpshapetheScottishGovernment’sequalityapproachtothebudgetplanningprocess.Theirroleistoprovideadviceonconsideringtheequalityimplicationsofbudgetarydecisionsacrossallpolicyareas;contributetomappingthepathwaybetweenevidence,policyandspend;improvethepresentationofequalityinformationintheScottishbudgetdocuments;andcontributetoimprovedcommitmentto,andawarenessof,mainstreamingequalityintopolicyandbudgetprocesses.
Scottish Women’s ConventionTheScottishWomen’sConvention(SWC)wassetupbytheScottishExecutivein2003inrecognitionoftheneedtoensurewomen’svoicesarereachingpolicymakers.TheyarefundedbytheScottishGovernmenttocommunicateandconsultwithwomeninScotlandtohelpinformpublicpolicy.TheSWChavebeenahelpfulchannelinhelpingtocampaignandlobbyonbehalfofwomen’sissuessinceitsinception.
The Council of Economic AdvisersTheCouncilofEconomicAdvisersisanindependentadvisorygrouptoScotland’sFirstMinister.Membershipconsistsofexpertsfromacrossacademiaandtheprivatesector,andincludestwoNobellaureates(ProfessorSirJamesMirrleesandProfessorJosephStiglitz).TheCouncilprovideadviceonvariousissuesrelatedtoScotland’seconomicperformance.
59 The role and contribution of women in the Scottish economy
TheCouncilconsideredthepotentialeconomicandsocialimpactsofanexpansioninchildcareprovisioninScotlandintheirmeetingsofAugust2013andMarch2014,withbackgroundinformationthatinformedtheCouncil’sdeliberationsbeingpresentedintheirSecondAnnualChair’sReport (May2014).Intheirconsiderationofthisissue,theCouncilrecognisedthepotentialforchildcaretosupporteconomicandsocialimprovementsinScotland,particularlywithregardtoreducingbarrierstolabourmarketparticipationamongstparentsofyoungchildren.
ItalsoconsideredthebroaderissueofeconomicopportunitiesforwomeninScotlandattheirmeetinginNovember2014,takinginbarrierstoeconomicopportunitysuchaschildcare,parentalleaveandflexibleworking(whichreducethegainstoworkforwomenandmitigateagainstlabourmarketattachment),andthegenderpaygap.
International AspectsWithinScotland,theScottishWomen’sConventionhavebeenstrongadvocatesandhaveworkedwithwomen’sorganisationsacrossScotlandtoraiseawarenessoftheUNMillenniumDevelopmentGoals(MDG),aswellastheCommissionontheStatusofWomen(CSW)andtheConventionontheEliminationofallFormsofDiscriminationagainstWomen(CEDAW).Engender,whoprovideagenderedanalysisofScottishGovernmentpolicies,havealsobeenveryactiveinfollowingprogressagainstinternationalobligations. CEDAWisaninternationaltreatythatcameintoforcein1981andissignedby188states.Statesarerequiredtoproducereportseveryfouryears.SWCactedtocollateandinputviewsofwomenacrossScotlandtothe2014UKGovernmentReporttotheCEDAWExaminingCommittee.
WhilsttheremaynotappeartobeanobviouslinkbetweenMDGs/CSW/CEDAWandScottisheconomicgrowth,intheirwork,SWChighlighttheneedfortheScottishGovernmenttoraiseawarenessoftheseinternationalobligationsforScotland.WhilsttheoverallaimsoftheMDGsaremet,SWC,throughtheirengagementwithwomen,
havehighlightedanumberofissuesstilltobeaddressed,includingaccesstofullandproductiveemploymentduetolackofchildcareprovisionandaccessto“decent”publictransport,issueslinkedtodiscriminationandbarriersthatstillexistwithineducationandtheperceptionofwomeninthemedia.
TheUKGovernment’sEqualitiesOfficeandtheScottishGovernment’sEqualitiesUnitsworkcloselyonthisinternationalagendaandensureacross-UKrepresentativevoiceonkeyissuesandcompliance.
Workplace FocusInadditiontothelegislative,political,geo-demographicandsocio-economicframeworksinwhichbusinessesandorganisationsoperatewithinScotland,wealsoneedtoconsiderthesupportorganisations,tradeassociations,businessgroupsandnetworks,civicandthirdsectororganisations,lobbyinggroupsandsectorspecialiststhatbusinessesthemselveshavecreatedtosupporttheiractivities.WithinScotland,wehavealargenumberofmembership,professional,geographical,sectorandgenderorraceorganisationsthatareactiveinpromotingandsupportingmembers’interestsandobjectives.Manyoftheseorganisationshaveimplementedarangeofprogrammesandinitiativestoaddressspecificmemberororganisationalneedslinkedtowomenintheworkplace,skillsdevelopmentandbusinessstart-upsandsupportservices.ThisincludesprogrammesdeliveredbyBusinessintheCommunity,theFederationofSmallBusinesses,InstituteofDirectors,ScottishChambersofCommerce,ScottishCouncilforDevelopmentandIndustry,ConfederationofBritishIndustry,ScottishFinancialEnterprise,ScotlandIS,RoyalAcademyofEngineering,InstitutionofCivilEngineers,TheLawSocietyofScotland,CharteredInstituteofBankers,OilandGasUKandmanyothers.
ThisisinadditiontocompanyandworkplaceactivityandbestpracticeframeworksalreadyusedbymanycompanieswithinScotlandtopromotegenderandaddressequalityissues.
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Appendix B: Survey QuestionsAbout You
1. Please select your age from the following options:
20–25 25–35 35–45 45–55 55+
2. Do you currently work full-time or part-time?
Full-time Part-time
3. Do you work in the public or private sector? PublicSector PrivateSector
4. Please indicate the sector that you currently work in:
5. Please select your salary band from the following options:
Lessthan£20,000perannum £20,000-£40,000perannum £40,000-£60,000perannum Morethan£60,000perannum
6. Is the organisation that you work for located in Scotland, the UK, or overseas?
Scotland UK Overseas
Your Thoughts on Gender Equality
7. Do you believe that Gender Equality has been achieved in Scotland?
Yes No
8. If you answered No to Question 7, what further actions do you think need to be taken to promote equality in the workplace?
9. Do you consider your career has been impacted by or affected by your gender?
Yes No
10. If you answered Yes to Question 9 in what ways has your career been affected?
Your Career Ambitions
11. What support do you need to achieve your career ambitions?
61 The role and contribution of women in the Scottish economy
12. Do you have a mentor? Yes No
13. If you have a mentor or would like one, what value do you think a mentor gives or could give you?
14. Are you currently a member of a business organisation?
Yes No
15. Are you a member of a women’s business organisation?
Yes No
The Legislative Framework
16. Do you support the introduction of a quota system which guarantees a fixed proportion of places for women on public boards?
Yes No
17. Do you support the introduction of a quota system which guarantees a fixed proportion of places for women on private boards?
Yes No
18. Do you think that private companies should be required to report on gender statistics related to their workforce and earnings?
Yes No
19. Do you think that more family friendly policies will improve gender equality in the workplace?
Yes No
Final Thoughts
20. In your opinion overall, do you think women and men are treated equally in your workplace?
Yes No
21. Are there any other ways that you think the Government or your company could do more to improve gender equality at work?
22. We would welcome any further ideas or suggestions to support women throughout Scotland to achieve their ambitions at work
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