- Sexist cycle. The lack of female role models at senior levels exacerbates the perception among women that they are unlikely to make it to the top. The UK is in the bottom 5 economies when it comes to female chief executives, with only four in the whole list of FTSE 100 companies.
- Attainment vs potential. Research shows that while women are promoted for their potential with their past mistakes overlooked, women are promoted for what they have already achieved, and any imperfections on their CV won't be forgotten.
- Not as likely to give it a go. Men overestimate their ability while women underestimate theirs; women are therfore even less likely to attempt the task.
- Appearance vs ability. A survey by the Girl Guide Association found that 87% of young women felt they were judged on what they looked like, rather than what they can do.
- The brain. Many neurological studies show that the shape of a woman's brain and the way hormones are excreted mean she is more likely to worry, to be less emotionally resilient, to cling to negative experiences and to be less focused on winning and demonstrating prowess.
Ten ways to build confidence (Margaret McDonagh, General Secretary of the Labour Party)
- Speak up early. If your fear is speaking up, force yourself to do it. If you make a bit of a mess of it, do it again. If you are going to a big meeting, plan to say something early on - don't wait until the end, because fear will increase. And find a buddy you agree with - you can support his or her point, and she or he can speak up for you.
- Know yourself. Make a list of all the skills you need and rate your confidence level from 1 to 10. Where you have a low score, look for these qualities in your team. While caution may be perceived as a lack of confidence, it can be beneficial to organisations. Hedge funds run by women outperform those run by men.
- Build your brand. Developing your 'brand' is key to moving up in an organisation. It's about how you stand, behave in meetings, manage your boss and, crucuially, knowing what you do well.
- Ask for feedback. research shows managers are less likely to feed back to a woman (she might cry). Men are taken to one side for a quiet word and given the chance to learn from their mistakes. So just ask.
- Create your own opportunities. If you can't change jobs, start volunteering - become a magistrate or school governor, teach kids sport, do an Open University degree -anything to build confidence.
- Think far ahead. Research shows young women tend to think only about the current job, or one step ahead - they don't have a long term goal. Men do. You can only get somewhere if you know where you are going.
- Get a sponsor. Women are over-mentored and under-sponsored. Sponsors will speak up for you in public, put you forward for new opportunities and stand by you. Half the women with a sponsor will ask for a rise; at senior level, men are 50% more likely to have a sponsor.
- Move on. Women tend to be more loyal to their organisations than men, but often you have to move to get a more senior role.
- Build emotional resilience. Don't try to protect your daughters - they have to be able to pick themselves up and keep going. They need to know that talent is not enough. Make sure they get a summer job that boosts their confidence in dealing with people.
- Feel the fear and refuse to give in. Speaking up and being strong is much better than living in paralysing fear. Change happens because you make it happen. There is no natural evolution to equality - you need to fight for it, stand up for it, and make it happen.
