| dc.description.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. | sv |
