Let Women Take the Lead: Insights from the UK Defense Industry

Andri Georgiadou,Claire Rimington,Beverly Dawn Metcalfe

doi:10.46697/001c.16964

Andri Georgiadou, Claire Rimington + Show 1 more

Open Access

https://doi.org/10.46697/001c.16964

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Abstract

In this paper, we discuss how gender diversity in the workplace is managed (or not) within a non-traditional environment, specifically a UK defense company, aiming to gain an understanding of the impact on female employees. Our study revealed that there are currently no female role models within the senior ranks; and few women had progressed into middle management. We position the study within debates around diversity and inclusion and human capacity development in the UK defense sector in general, and specifically the armed forces. We also show how issues of equality are addressed in diverse ways.

Highlights

We discuss how gender diversity in the workplace is managed within a non-traditional environment, a UK defense company, aiming to gain an understanding of the impact on female employees
Articulating a gender unaware philosophy, we can see that for women to climb the ladder in this company, and the defense sector in general, they need self-reliance, as there is a lack of drive on the part of the company to ensure that the board and senior level positions are represented by women
The reality of male-dominated industries requires women to assert themselves and advocate their professional value and, where appropriate, commit to the “silencing” of male-based development strategies. This stems from the plethora of challenges women working in these industries face, including pervasive stereotypes, such as that of the caring mother or office housekeeper

Summary

Introduction

We discuss how gender diversity in the workplace is managed (or not) within a non-traditional environment, a UK defense company, aiming to gain an understanding of the impact on female employees. We argue that there are still remnants of bias – both conscious and unconscious – within the workplace, and some of the female participants felt that discrimination is embedded in the corporate culture. Our study revealed that there are currently no female role models within the senior ranks; and few women had progressed into middle management. We position the study within debates around diversity and inclusion and human capacity development in the UK defense sector in general, and the armed forces. We show how issues of equality are addressed in diverse ways, through legislation and gender quotas, and emphasize why achieving and safeguarding gender equality is important to practicing managers

Women Limited to Stereotypical Roles within the Organization

Gender Equity Issues within the Organization

What Can Be Done?

Findings

Conclusions