Barriers to the executive suite: evidence from Ireland

Abstract

PurposeWhile the question regarding the low numbers of senior female managers has been posed for decades, it is of particular significance in the Irish context, as a result of the emergence of the Celtic Tiger and the associated rise in female labour force participation. This paper aims to investigate the impact of both individual and organisational barriers on female managerial career progression in Ireland, in an effort to increase understanding of why there are still so few senior female managers. The focus in this study is women in middle level management positions, as it is individuals at this organisational rank who are the natural successors to the executive suite.Design/methodology/approachIn‐depth interviews were conducted with 30 female managers, from across a wide range of industry sectors in Ireland.FindingsThe results highlight that the collision of managerial career stage with family life demands is resulting in many female managers feeling pressurized into remaining at middle management level, rather than seeking promotion. One of the most interesting issues to emerge is the importance afforded by the respondents to “visibility” as a career strategy.Originality/valueThe research findings contribute to both the limited research on the Irish context, and to the wider extant literature on the glass ceiling, particularly on the experiences and perceptions of those at middle management level.