Women in Leadership Colloquium

Women in Leadership ColloquiumIssues in MexicoUSC19 June 2014

Ursula HeimannGabriela Zapata

What did we want to find out?

Women as leaders

in Mexican credit unions

Their career pathHow did they rise up to a leadership position in

their credit union?Obstacles faced

What are important impediments to their

career development in credit unions?

Supportive actionsWhich actions can be

taken to foster women leaders?

Who did we obtain information from? How?

31

Credit unions

18

CEOs & board members10 men + 8 women

216

Mid to high-level employees & board members110 men + 106 women

Data-based census of Mexican credit unions

working with WOCCU

Structured questionnaire for in-

depth interviews

Survey questionnaire

The 31 credit unions & their boards

Women-led (25.8%)

8

0 women in leadership positions

Boards have women

Women in administrative boards but only… …are chaired by women

129734

10 >MXN$500 M* in assets1 Led by a woman

61

* ≈ USD$40 M

>50,000 membersLed by a woman

① Fairly homogenous (women/men)

② Very high female participation in leadership

③ High in administrative positions; low in leadership positions

Three broad patters of women’s participation in leadership positions

• The larger the credit union the more likely the CEO and/or administrative board chair is a man.

• Women mostly participate in the leadership of smaller and sometimes mid-sized credit unions, and less so in larger ones

Chance & choice play a role in pursuing a career path

Many CEOs got to their positions by chance rather than choice

Women’s self esteem may influence their choice to pursue a leadership career path

INSIGHTS: Issues that enhance or limit women’s participation in leadership

“All interviewees—both men and women—are strongly convinced that … working conditions in their credit unions are equal for all, with no distinction according to gender and no limitations to participate at any level. ”

“There is no difference;

both men and women

have the same

opportunities.”

CEO (man)

Is there a gender issue?

Size may matter… CU size may have an effect on promotion and career development opportunities

Can afford fewer employees

More multi-taskingLower salariesLess need of highly-

skilled staff

More staffing needsHigher educational &

technical requirementsMore mobilityStructured working hours

SMALLER

BIGGER

The Mexican data suggest a general perception that women’s participation in leadership positions is not a gender issue. In your institutional context, is there a gender issue regarding women’s leadership?

“Overall, interviewees

see their career path

within a credit union as an

individual one, not influenced

by gender affairs.”

1What is your experience?

Personal attributes matter, as do technical skills

LOYALTYTRUST

Integrity

Honesty

CredibilityEagerness

Sense of responsibility

Service-

orientation

Problem-solving

TECHNICAL SKILLS

While caring for family is not seen as an obstacle, having a support network is key

Having family or a support network to help care for elderly parents and/or children plays an important role in allowing women to pursue career opportunities.

“In some remote places, there are

no training centers or

universities. Anyone the

cooperative sends away for training

must be willing and able to take

the time.”

CEO (woman)

Job requirements & local realities play a role too

Time & travel Culture & tradition (perception of women) Security concerns due to location of work

2What is your experience?The Mexican case studies suggest that traditional role division schemes as well as (culturally-formed) perceptions of women matter when it comes to choosing a career path.To what extent do these issues still matter in your institutional context? How many men do you know who have given up a leadership position to dedicate themselves to family, other interests, etc.?

The role of CEO’s personal preferences, perceptions & two-way stereotypes

I prefer hiring women. They’re more honest and

hardworking. They are good with clients.

I prefer hiring men. They’re more

unconditionally available and versatile. Women can’t change tires and

should not drive alone on highways.

The strongest negative views about women are held by women“Women are listless, passive, lack initiative, even when given the opportunities to improve. Life should not be made easy for women; they should be able to self-motivate. Women should not be given a chance just for being women. Sometimes, we’re lazy, excuse-prone or selfish.”

CEO (woman)

“Sometimes you must dedicate your life to this to make it work. It you can’t do it, then this is not the job for you.”

CEO (woman)

Career paths of 3 general managers

1 – WOMAN 2 – MAN 3 – WOMANEducation Ag Engineer Middle school AccountantType of CU Rural Semi-urban Semi-urbanYrs as GM 20 15 8Members 60,000+ 47,000+ 10,000+Assets 180 M+ MXN 730 M+ MXN 150 M+ MXNEmployees 165 203 44Board Chair Man Woman WomanType of leadership

“Benevolent autocrat” Participatory Professional

managerPreference to work with Men Equal Women

3What is your experience?The Mexican case studies suggest that women leaders use varying leadership styles, some of them even at odds with women as employees and leaders.

How do women in leadership positions behave towards other women in your institutional context?

“In general, interviewees consider that participation is open to all, but background, context and circumstance are not the same for everyone. Thus, although “the door may be open” to all, not all are willing or able to walk through it. ”

The legitimacy of personal choice not to participate in leadership While this in some cases may be due to cultural conditioning, subconsciously affecting a woman’s choice to occupy a leadership position, it may as well be an authentic and legitimate decision not to get involved. Reasons may include lack of interest, lack of pay (board positions are generally unpaid), other priorities (e.g. family, hobbies), dislike for politics. Also, not all women, who might be able to become leaders, want the burden of the responsibility, as this may result in additional stress, time commitments or other trade-offs they may not be willing to endure. ”

The Mexican data suggest that an important number of women are not interested in being formal leaders in their organization.

What are the reasons why you have seen women opt out of a leadership position?

4What is your experience?

Recommendations to foster women’s participation

① Proposals for further study regarding women’s leadership participation in credit unions• Study a larger and representative sample of credit unions• Deeper analysis of selected aspects of female leadership

patterns

② Actions to foster women’s participation in general, with a focus on current and future female credit union leaders• Awareness-raising activities and information• Leadership training and mentoring programs• Technical training programs • Accessory support measures

The Mexican data brought up suggestions for actions to be taken to promote women as leaders in credit unions.

Do you believe that women should focus more on fostering other women? What are the lessons learned from actions your institution has undertaken to ease women’s participation in leadership positions?

5What is your experience?

Ursula Heimann, [email protected]

Gabriela [email protected]