"Men lead business operations of listed companies – Women end up in support functions", a study about the executive management in Finland's listed companies

The Finland Chamber of Commerce has just published a study on the executive management in Finland’s listed companies. The study called “Men lead business operations of listed companies – Women end up in support functions” find out that the glass ceiling really exists and that the real problem in Finland lied at executive level, not at board level.

Women’s number on boards of Finnish listed companies has increased considerably due to various active measures but hardly any increase has been achieved concerning the top management of listed companies and the women members of executive management teams are almost solely heading support functions.

Although in Finland there is an ample infrastructure and services supporting women’s participation in working life (children’s day care, long family leaves, supporting taxation and beneficial social security system) the services and rights do not lead to women’s advancement to top management positions.

The Finnish Business and Policy Forum EVA, a policy and pro-market think tank financed by the Finnish business community, compiled ten interesting recommendations:

• The board of directors of a company should make a decision according to which the best resources are used regardless of gender.
• Companies should draft plans aiming to promote equal opportunities for women and men.
• In large companies a person should be named to be responsible for developing ideas and means for safeguarding and promoting workforce diversity.
• Achievement of workforce diversity should be taken into consideration already in the recruitment process.
• Especially at the beginning of their careers women should be advised to seek diverse work experiences and take responsibility.
• Small and medium-sized companies should be encouraged to expand via suitable means.
• Companies should offer equal opportunities in the recruitment phase to both men and women.
• The lists of potential candidates drawn up by head hunters should be monitored in early stages of the recruiting process: if the group of candidates includes only men, it should be possible to question the appropriateness of the list.
• Mentor and advisor schemes are a good way to screen and train potential climbers of the career ladder.
• We should try to influence the world of thought of girls already at an early stage.