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Why are there a lack of women in positions of power?

22 Oct 2020 11:24 | Katie Deards (Administrator)

Currently, very few females reach positions of high power, with only 1 in 10 companies having a female Chair or Chief Executive. Since the last election, only 33% of MPs are female, despite women making up over half of the population. Why is it that women struggle to achieve high status positions? Is it self-inflicted due to the lack of confidence instilled by the aggressive but simultaneously weak stereotypes of ambitious women? Has this issue become increasingly less important as the number of women in the workplace rise? Dorothy Byrne, former Head of Current Affairs at Channel 4, talks about these issues and how she tackled the lack of female representation in her career, whilst managing to achieve and maintain one of the most prestigious jobs in TV for over 15 years. 

With the second wave feminist movement arising in the 1960s, more women than ever joined the workforce, only then to be faced with a strong and deep rooted stereotype of inferiority, weakness and deciet. Likewise, when Byrne first started out in World in Action in the late 1980s, she says ‘there was a lot of prejudice against women’ and was hit by a wave of discrimination, both in the form of verbal hate and sexual assult. Byrne was also the only female researcher at the time which made it even harder to combat the power of her male counterparts. 

This lack of female representation in the workforce fed into the perception of females being weak and inadequate, lacking the voice or strength to speak up and thus being inferior for the job. Even when women showed their determination, they were pinned as aggressive and bossy. Although Byrne broke the mould and was able to display her assertive, career driven mind as Head of Current Affairs at Channel 4, the lack of women in her work, initially allowed for the similarly reducing and misleading stereotype of female inferiority to be demonstrated. 

The sexual assault she endured from one of her male colleagues indentifies this inability to speak out when isolated amongst a sea of male superiors and thus create the image of passivity. Byrne was told ‘On my first day my boss told me that I would go out and learn to direct with a male director, and I was told that he would sexually assault me, but I wasn’t to take it seriously because he sexually assaulted everybody’. Afterwards, Byrne was unable to complain because ‘how could I complain when my boss had told me I was going to be sexually assaulted beforehand?’. The issue brought to light here is that many women struggle to gain positions of high power due to the unfair and inappropriate measures having to be endured to progress in a career. Why should companies normalise and dismiss cases of sexual assault because they ‘sexually assulted everybody’?

The time and commitment needed to hold a position of high power is demanding, and as Byrne highlights, many more hurdles are needed to be jumped by women compared to their male counterparts. In a study conducted by UCFs Department of Political and Social Sciences, it was found that women were 30% less likely to be interviewed for a job than men. If you add children into the equation, this percentage widened even more to a 36% disparity between mothers and fathers who hold the exact same qualifications. Reinforced by Byrnes opinion that ‘between men and women of the same ability, the man is at an advantage’, it is clear why there are less women in high status careers. 

Not only is it true that women are impaired as soon as their job application is sent off, but also that women face issues throughout their career, which impedes their desire or ability to progress in their profession. As Byrne points out, not only is there the issue of having children which targets a woman's career disproportionately, but also ‘the other problem of menopause which isn't talked about sufficiently and causes serious physical and psychological effects’. This unspoken problem in the workplace has caused ¼ of women to consider leaving their career and resulted in 1 in 10 women who are going through menopause actually handing in their notice, according to a Health Awareness study. This issue was tackled by Byrne and subsequently Channel 4 became one of the first UK media companies to install a menopause policy, which increased awareness about the issue and gave allowances to women struggling with the physical symptoms of it. However, we are clearly still far off a universal understanding of this issue with two thirds of women still claiming they currently receive no support in their place of employment for this problem. 

It is clear that in many ways women's career aspirations are railroaded by aspects of society which favour men, neglect women and disregard ingrained issues that need genuine attention to challenge. The current lack of females in high profile jobs not only makes it seem more unattainable by other otherwise determined women, but also allows for female discrimination to become normalised and undiscussed. However, Byrne’s influential and powerful role as Head of Current Affairs at Channel 4 has shown that women can advance in their careers to high positions of power, despite the dismissive and difficult problems in the way. 

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