Motivation May Be Key to Increased Female Leadership Within Staffing Organizations

ThinkstockPhotos-100612509Although women hold almost 52 percent of all professional jobs, only 14.6 percent of these women hold positions as executive officers, according to Center for American Progress. Female Fortune 500 CEOs make up less yet, at 4.6 percent.

Despite minimal increases in female leadership, we’ve made progress in recognizing the women who are in senior supporting roles. Staffing Industry Analysts’ Global Power 100 – Women in Staffing is a recent example in the media — one that helps promote and publicize the staffing industry’s leading women.

PREMIUM CONTENT: North America Staffing Company Survey — Full 2016 report

How do we grow that percentage from within so we can continue to promote these women to the rest of the industry?

We can start by considering the motivations and drivers of female leaders compared to their male coworkers. The low percentage of women in leadership roles in the U.S. isn’t due to lack of motivation but rather related to a disconnect between what companies assume drives leaders to take senior positions and what actually drives female leaders to take a senior role, as concluded from a report by Grant Thornton.

In Grant Thornton’s study, male and female respondents differed in their motivations to take leadership roles. For example, taking a senior leadership position to earn a higher salary was more important to women (28%) than men (21%).

Some of the top reasons men took leadership positions were a strong belief in the purpose of the business, to make a positive contribution in the local community, and the ability to drive business strategy and effect change. Top drivers for women included recognition of ability and salary.

When capable women aren’t accepting roles of leadership it’s often a matter of how businesses are approaching women in leadership and what actually motivates female leaders. Flexibility is key in ensuring the position meets expectations of the desired candidate.

In staffing, we live and die by the job description on behalf of our clients but our internal hiring process can be more formative. While a salary increase may be enough for one soon-to-be executive, another employee may want to know she’ll be recognized for her skills.

Male or female, it never hurts to tap into what motivates your employees.

MORE: Get rid of unwritten internal rules

Jennifer Fuicelli

Jennifer Fuicelli
Jennifer Fuicelli is CEO of Advanced Inc., a travel staffing company for nurses and therapists founded in 1989.

Jennifer Fuicelli

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