Diversity: The old Merit vs Quotas argument

March 1, 2010 11:04 pm admin Business News, Human Resources Issues, Workplace Issues

Over the week-end you may have read about the KPMG report that was commissioned to review the role of the Equal Opportunity for Women in the Workplace Agency. The report is currently being considered by the Federal Government. One of the recommendations seems to have grabbed attention – it’s the one about workplaces being encouraged to have a voluntary 40 percent female representation at all levels within a three to five year period or wear a penalty.

So it’s back to the old argument of quotas vs merit. It’s extremely difficult to find a group of collective women at the top who would agree with quotas and after all who can blame them, they’ve done the hard yards and so can everyone else. But in the end the fact is that if it was all fair and even we would already have 50 percent representation. So what gives? How does this stalemate of low levels of participation by women in senior roles ever progress forward? And, more to the point, will any Government in Australia ever be prepared to go to war with employers on this matter? Can you imagine?

Mind you, overseas countries where Governments have taken the road of quotas as a fix-it tool, the business community seemed to very quickly find extremely talented women to appoint to senior management roles and boards. These women didn’t just suddenly come to light, surely? Might have had something to do with pulling out all guns to identify and attract the right women (not a token woman) or else be penalised with a hefty fine and outed as a poor performer on published lists. Amazing what you can find when you put your mind to looking for it!

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Contributed by Lynette Palmen.   Lynette Palmen AM is the Founder and Managing Director or Women's Network Australia. She started WNA 20 years ago to offer support, inspiration and services that would inspire women to succeed in their career and business endeavours. WNA is now the Nation's premier networking organisation for business and professional women. T: 1800 052 476.

Lynette Palmen has written 43 article(s) for us.

Visit http://womensnetwork.com.au

  • The truth is if it was a purely merit-based system, we'd probably see a huge shift. I wouldn't be surprised to see a majority female representation in senior management - all else being equal - which as we all know, it isn't!
  • drdagmaregen
    Well we have patiently waited for years, for the problem to solve itself by better Education, greater awareness, womens groups, mentors etc etc - all to no avail. I believe it is time for some real intervention using measured quotas with rewards/penalties for company performance. This could be for a limited ( say 5 years) period and then reviewed.
  • womensnetwork
    We agree but according to media reports today it is not going to get passed by this Government unfortunately. So the fight will continue on and the percentage of women in senior management will remain low. Seems we have much work left to do here at WNA.
  • anitaziemer
    After many years of discussion and observation, I've come to the firm conclusion that Quota's will be the only way forward. A 30% quota would be equitable given that through their careers only 1/3 of women remain in the workforce fulltime. That's not to deride part-timers' contribution, but to make diversity and equity and real possibility. I fear as a country Australia is going backwards, not forwards, as significant gender inbalance remains the norm at the top of the labour pyramid, and when the media repeteadly re-inforces the 'stay-at-home' mum as the 'ideal' role for women.
  • I've worked in the building most of my life, and I don't believe some of the perceived barriers necessarily exist. However there are those who don't like women achieving and they will make your life a little difficult. I think most women who have had a taste of the office politics that go on in the corporate world believe they can make better use of their skills elsewhere. Hence the huge number of small/medium businesses run and owned by women. It's not necessarily about glass ceilings, it's about women valuing themselves and opting out. But for any women being appointed to senior positions, it must be on merit for them to retain credibility. Quota systems are nonsense.
  • womensnetwork
    Agree with your comments Yvonne but let's not kid ourselves that all males working in senior ranks got their on merit. And that is just the point - the system is not fair.
  • I started my own business because after 20 odd years with the same Company I could not break through the 'boys club'. It had nothing to do with merit. Now I have my own 'girls club'.
  • sphinxx
    Lynette you are spot on. I believe that so many women are anti-quotas because they see it as a sign of weakness that we need to resort to intervention. But what they fail to see is that this is about correcting a fault in the system. If a company has a marketing strategy that excludes a lucrative market segment - so that profits are impacted through suboptimal revenues - that company would engage a consultant without hesitation to fix the problem and recapture the lost market share. When it comes to women as consumers, every business will volunteer to service them. When it comes to relinquishing power, no business will volunteer to make the big changes required to get us to 40% (and it is BIG change that is required).

    You have my vote - quotas are the way to go to correct the flaws. Once the playing field has been leveled, then market forces can be allowed to play out on their own.
  • womensnetwork
    Hi Jen, Yes seems the only way it will become a level playing field is through legislation. But I can't see that idea getting legs in any Australia Parliament sitting in the near future.
  • Shirley Farrell
    I believe that it is neither skill nor leadership ability that prevents women from claiming their place in the boardroom. We are as skilled and as talented as the men who dominate these positions and we are natural leaders. Women's natural personality and qualities predispose them to be "Transformational Leaders" as per the model by Bass & Avolio. The critical ingredients seem to be confidence, ambition and the sheer drive to stake a claim. That's why networks like this are critical to raising awareness, supporting success and celebrating the results. So, where to from here? I would personally like to hear from anyone who feels that they fit the above and let's see what can be done to release the giant within.
  • Maitez
    I agree with Shirley. Having worked in quota environments in both Government and oil & gas, I beleive the solution lies in values. Working in finance roles has created challenges primarily because I uphold my ethical and value systems and have walked away from highly paid jobs due to these reasons, only to have to drop my salary and title for another opportunity to start again. I believe that as women we need to be the change agents, if the government is going to reject the quota system, then we need to find another avenue, one that gives women a strong voice. I am confident, ambitous and results driven and would also like to know where to from here?
  • Shirley Farrell
    Hi Maitez, thankyou for your reply. Quotas are an absolute cop-out as far as I am concerned. Designed by men to "tokenize" our role in business and the affect they have is to put us in a defensive position. Breaking free from the victim mentality and standing up for ourselves is (for me) the only solution. Men have had centuries to demonstrate how not to lead and are only now awakening to the feminine balance so vital for global survival. It is our time - that is my belief.
  • Maitez
    Hi Shirley, I agreee wholeheartedly with your comments. I believe that the biggest challenge is the best way to address these issues with women without sounding like we want to wage war with men. In my workplaces the majority of the time it was the fear in women that fed the lack of support to strive for the best they could be. I think a future that harnesses bothe men and womens virtues equally is the solution - to acheive this we need to focus on changing ourselves as women and communicating the strengths we can bring to the table. It is the courage to live by ones convictions and believe they will succeed despite the odds, sometimes this challnege weakens even the strongest person.
  • Why are we aiming for anything. percentages do not count. it has got to be jobs on merit anywhere,anytime, any work place. Are we forgetting that many women marry and have children and put their careers on hold. This means that sometimes positions pass them by or that some women believe motherhood is a wonderful vocation and therefore forego career jobs. Why dont we give more praise for the role of motherhood and the raising of wonderful children to take over from their parents.
    Personally I remember when i came home from school how great it was to have a parent (normally mum) at home. Nowadays kids come home and there is no parent and we are seeing life change today for the worse as men and women fight over careers while children suffer the consequences.The expectations on women are too great so lets support and praise and uphold motherhood (and fatherhood and good parenting) first and careers second.
  • megfilip
    It was because of the last EOWA report that I undertook some research to discover the barriers perceived by women into taking on leadership roles.... you might be very surprised with the results! I am about to release the findings on my blog at www.lmfw.com.au.
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