People with senior HR jobs can implement foundations and behaviours in their companies to help make a noticeable increase in the number of female CEOs in the FTSE 100. Anyway, that’s a stance recently publicly taken by a crucial figure in the world of human resources: James Martin, who is in charge of HR at the leading Executive Search company Egon Zehnder in London. The company has opted to set what it has called an “audacious” goal to help lift the percentage of the FTSE 100’s CEOs who are female to 25% by 2025. But how can many other HR leaders help?
When James Martin speaks, the HR world should listen
As Egon Zehnder is a truly internationally successful company, with its headquarters in New York and revenues of US$663 million in 2013, we reckon that whatever James Martin says about HR should be taken into account by many HR leaders around the world. Here, we include many people in high-ranking HR jobs Hampshire companies, and other companies that Elite HR can serve, have. Hence, we think that he should be taken seriously when he says that, though the above mentioned goal for female CEOs is “entirely achievable”, nonetheless, “we may be able to exceed that target, both in terms of percentage and timing”.
A huge amount of genuinely revelatory research
Martin has suggested that human resources could significantly help to reduce unconscious biases in selections of people to fill jobs. He has said that training could be delivered for the achievement of a reduction in unconscious biases. He has acknowledged the huge amount of research into factors that can prevent the most suitable people being recruited, developed and selected to serve as executives. He has pointed out, for example, how – in the 1970s – orchestras began using “blind auditions”, where they would listen to auditioning performers without allowing themselves to see them. This, he has noted, led to the selection of a much larger percentage of female performers.
Taking heed of this research could certainly help boost the number of females being chosen for executive positions, as there is evidence that selection bias could be leading to an unduly large number of men being selected for such positions. It has been found, for instance, that authority is associated with deep voices. Therefore, many women with typically high voices could be undeservedly missing out on HR jobs Portsmouth and many other companies offer.