Abstract
Women are under-represented in leadership roles in United Kingdom Higher Education Institutions (HEIs). Existing scholarship focuses on institutional barriers, which include cognitive bias and entrenched homosocial cultures, rather than external factors such as the use of executive search firms (ESFs) in recruitment and selection. Recent research indicates that the use of ESFs is increasing for senior HEI appointments. This analysis offers insights on these firms’ involvement from a gender equality perspective, based on the results from a study that used a ‘virtuous circle’ approach to research and knowledge exchange. The requirement for HEIs to pay ‘due regard’ to equality considerations under the Public Sector Equality Duty provides a framework for analysis. This paper provides new insights on the dynamics within recruitment processes when ESFs are involved and on how a legislative approach can leverage better equality outcomes.
Highlights
IntroductionWomen continue to be under-represented in senior leadership roles in United Kingdom Higher
Women continue to be under-represented in senior leadership roles in United Kingdom HigherEducation Institutions (HEIs)
Their services cover a wide range of senior roles, which range from VCs and pro-vice chancellors (PVCs) to the layer of management such as Deans or Heads of Functions
Summary
Women continue to be under-represented in senior leadership roles in United Kingdom Higher. 24.3% of vice-chancellors and principals (Advance HE 2018b). 23.6% of university board chairs (Jarboe 2018) are women. Women represent over half of the HEI workforce (Advance HE, ibid.) and 56.7% of the student population (Advance HE 2018a). There is a significant body of research that has investigated the causes underlining this persistent under-representation. Key findings from these studies highlight several structural issues that can affect women’s career progression. These include gendered organisational cultures (Acker 1990, 1992, 2009)
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