Equal Opportunities for Women in British Banking

Abstract

The results of four research studies aimed at identifying and reducing the barriers for women within banks show that “structural” and “attitudinal” factors exist. Structural factors include personnel procedures and practices, organisation structure and the existence of all‐male jobs. Attitudinal factors can be found among managers, women and in unions. In British banks many managers are convinced that women are not interested in or not prepared to commit themselves to mobility and professional study for their career. Women who are prepared to do so are not asked to do so, or have been discouraged. More than 200,000 women now form the majority of employees in banks but only just over 1 per cent of managers are women. Banking is currently in a state of change. These trends are creating uncertainty and pessimism about women's future in banking. At the same time some of the larger clearing banks are taking active steps to remove some of the barriers which women face. Positive action programmes introduced by Barclays Bank, National Westminster Bank and the Midland Bank are outlined. These illustrate how different cultures and circumstances can result in different if equally effective strategies for change. The historical development of women's employment in banking is outlined and issues for the future discussed.