Det får liksom inte bli på bekostnad av privatlivet eller familjen - En kvalitativ studie om kvinnors underrepresentation i ledningsgrupp i privat sektor

Abstract

Investigating womens’ underrepresentation in executive teams in private sector is important due to economic, legal and equity aspects. In Sweden, the distribution of men and women in manager positions has in recent times been equable. Although, the male dominance in the highest posts is still high and many people argue that the change is too slow (SOU 2014:6, SOU 2003:16). A study made by SCB (2013:9) shows that women are underrepresented in executive teams, particularly in the private sector representing 28 percent. The aim of this study is to get a deeper understanding of what womens’ underrepresentation in executive teams in private sector is based on. To meet our aim, we are looking at supporting and inhibiting factors that may affect womens’ willingness and their perception of possibilities to get a position in the executive team. To answer our questions, we have used a qualitative method, interviewing women in manager positions who work beneath the executive team in the company. Thematic analysis was used to process the interviews. One supporting factor that the informants are highlighting is the support from friends and partner as well as their manager and the executive team. Further on, their perceptions are that there are good possibilities to make a career if you wish, no matter what gender you belong to. They also mention that sometimes it might be an advantage to belong to the underrepresented sex, for instance when it comes to recruitment. Another supporting factor mentioned is the drive of a person. Our study shows that one of the main inhibitory factors of getting a position in the executive team is that the informants take on great responsibility for the household and want to spend time with their children. This make them prioritize a smaller workload. Job satisfaction is another inhibitory internal factor since the women are satisfied in their current position and therefore are not having any wish to advance. The informants perceive that they already have great possibilities and that they have enough influence to make themselves heard. Furthermore, several informants are satisfied with the current executive team and have trust in its members. Some also claim that they feel greater connection with women, which might be a reason why they do not want to join the executive team, which in their organisation consist of men mostly. Finally, some informants mention that the executive team is male dominated and that there are structures that make it difficult for women to advance to the executive level.