I decided to go out on a Tuesday night in the middle of exam season. Before you get carried away with a largely inappropriate vision of me out on the proverbial, my days of wearing purple wigs and sashaying the night away to trance music are long behind me. My idea of a night out these days involves some sort of teaching event that carries the promise of a glass of wine or two and sure enough, one came along last week in the form of a panel event organised by Teach First on ‘Women in Leadership: Education, Business and Beyond’. I was happy to accept their invite to be a panel member, alongside Hannah Wilson, one of the co-founders of the WomenEd movement and Henrietta Baldock- Chairman of European Financial Institutions at Bank of America Merrill Lynch – one of Teach First’s partner organisations. We were ably chaired by Fiona Rawes, the Director of Community Impact at Teach First, who ensured that as many voices were heard as possible at this important event.
We dealt with two official questions on the night, as well as a raft of well-thought out and provoking ones from an audience that was made up of about 100 women in teaching and business and precisely 2 men. Hannah and I wryly noted that had the event been entitled: ‘Leadership: Education, Business and Beyond’, there may have been a greater balance between male and female delegates. I do wonder whether taking out the gendered title at these events is the right thing to do. We were due to talk about the lack of female headteachers and how to raise aspirations in the girls we teach. To me and many of the women in the room, this isn’t an exclusively female issue. As the night progressed, the ideas became more and more central: for more women to enter into positions of responsibility in schools, in businesses and in politics, support from male colleagues is essential.
When I left, I realised we had covered so much in the time given to us as panellists that it would be hard to capture all the ideas and questions in one place. What I can do is provide a run-down of my points in response to the main questions. And possibly leave with you with more questions to consider.
Recent figures, released by the Future Leaders Trust, show that the overall proportion of women taking on headteacher positions is not reflected by the number of women in the workforce. A government report on the school workforce in England, issued in 2014, showed that the state education sector is 74% female, yet only 65% of headteachers are women. If these percentages were equal, there would over 1,500 more female headteachers in the UK – a number that the Future Leaders Trust believes could potentially fill many long-standing headship vacancies.
Recent research by the Guardian showed there are more men called John running FTSE 100 companies than all the female bosses put together. Among chief executives and chairs of FTSE 100 companies, there were 17 men called John (or Jean) – and seven women.
What in your view is the most important way we could influence a change with leadership positions?
In a groundbreaking study in 1975, Don Zimmerman and Candace West tracked the interruption rates in conversations between men and women. The study can be read in its entirety at the link provided but the findings can be summarised succinctly in these tables:
Source: Zimmerman/West, 1975
Interruptions are interesting interaction mechanisms. They serve to assert dominance and control in a conversation. Ask a Year 10 student how Lady Macbeth asserts her dominance over her husband in Macbeth and she will tell you that she interrupts and questions. It is ironic that she is seen as a manifestation of a witch for doing so and ‘corrected’ at the end of the play for her foolish attempt to control her husband and usurp the Elizabethan natural order. The rota fortunae turns. Exit Lady Macbeth. And yet we have a study here that shows that mixed gender conversations are rife with interruption.
How does this contribute to our understanding of where all the female headteachers are? I explained that the results of this study, and all of the subsequent studies that proved the same phenomenon, are still being played out in education institutions and businesses today. Women make up the majority of the teaching workforce and disappear as you climb the ranks into senior leadership, headship and governance – a fact reinforced by Warwick Mansell in The Guardian here. If the daily experience of leadership in schools for women is working in environments not only physically, but verbally dominated by male colleagues, then why would anyone want to do it? It is exhausting and demoralising. And we might not even be aware of the issue and the reason why.
Rather than just pose the problem and pondered, I spoke about solutions. The solution doesn’t involve flinging down your meeting agenda and storming out of the room, neither does it involve shouting louder than your interruptor. It is the rain that grows flowers, not the thunder (thanks Rumi). Women have to train themselves to deal with interruption so they can be heard.
If this was the only problem then we’d be fine because women would just do this and make progress. I talked about ‘Askers and Guessers’ at the WomenEd Unconference in last year and I came back to the topic on Tuesday night. I read Oliver Burkeman’s article in The Guardian a long time ago and was citing the concept of Askers vs Guessers as his idea. Only on re-reading the article last week did I notice that the original idea came from Andrea Donderi, a woman, on a discussion forum. Irony klaxon.
The idea is simple. And it resonates with me as a female leader so completely because I am a Guesser. I have waited for promotion and hoped someone would notice my work and assumed that if I just worked harder, longer, better, then I would be promoted. And I stalled. This wasn’t a result of male oppression. This was me, not realising I could move into being an Asker.
If we want more women in headships, or being CEOs of MATs and global banking institutions, we have to coach and mentor them to be confident Askers.