Women in HR: The factors behind female dominance in Human Resources

In a corporate world where the presence of women in top executive positions, particularly CEOs in Fortune 200 companies, remains dismally low, the role of Chief Human Resources Officer (CHRO) emerges as a notable exception.

Studies highlight that 78% of new CHROs in 2019 were women, a 12% increase from the previous year. This shift underscores a broader trend of female leaders taking the helm in human resources, often replacing their male predecessors.

The gender dynamics within HR are striking. Women dominate the field, comprising 71% of HR managers according to Forbes, and 69% of HR professionals as reported by HRxAnalysts. This dominance extends to higher ranks, with women holding 67% of VP of HR positions. Unlike many top corporate roles where male leadership persists, HR is a field where women thrive and lead.

Several factors contribute to this phenomenon. Some attribute it to traits often associated with women, such as empathy and a nurturing disposition, aligning with the traditional roles of HR. Historically, HR has shifted from focusing on industrial relations—often seen as a male-dominated, confrontational space—to a more developmental, psychological approach, better suited to skills traditionally attributed to women.

Others suggest HR is one of the less discriminatory fields, providing women with greater opportunities for advancement. The transformation of organizational talent management also plays a crucial role. Female HR leaders have been at the forefront of innovative changes, such as eliminating traditional performance appraisals, enhancing employee engagement, and advocating for greater female representation in senior management. Notable leaders like IBM’s Diane Gherson and Microsoft’s Kathleen Hogan exemplify the impact women have made in HR, driving significant changes within their organizations.

Disparities remain

However, despite these strides, disparities remain. Men still tend to dominate strategic roles within HR, while women often focus more on talent development. This division reflects broader societal stereotypes associating leadership with male characteristics, posing challenges to women’s advancement even within a predominantly female field.

Moreover, compensation inequality persists. According to 2014 Department of Labor statistics, female HR directors earn about 40% less than their male counterparts. This disparity is evident even in a field where women are the majority, highlighting the pervasive issue of gender pay gaps across professions.

The so-called "glass ceiling" has not been broken. Men often outperform women in female-dominated roles, a reflection of enduring stereotypes about leadership and management. As HR continues to evolve towards more strategic and analytical functions, the need for a balanced skill set—combining empathy with analytical ability—becomes crucial.

Despite these challenges that need to be addressed, the rise of women in HR roles, particularly in leadership positions, signifies a transformative shift in the corporate world. As organizations increasingly recognize the strategic importance of human resources, the potential for women to lead this evolution is immense. While challenges persist, the contributions of female HR leaders demonstrate that with the right support and opportunities, women can and do excel in reshaping the future of work.

Understanding the Glass Ceiling Through New Research

A study from Johns Hopkins Carey Business School sheds light on the challenges women face in executive roles and the dynamics influencing the appointment of female CHROs, especially when succeeding male predecessors. This research aligns with the 'social role theory,' where women are perceived as naturally adept at HR, and the 'social categorization theory,' where women, as perceived outsiders in male-dominated boardrooms, are less likely to be appointed.

Recent decades have seen rising institutional pressures for greater gender diversity at senior levels. Employees, customers, media, and governments push for diversity for fairness and the competitive advantage diverse perspectives bring. Yet, the increase in female executives in top management remains slow. A 2016 survey found only 9% of senior executives in S&P 1500 companies were female, with a mere 5.1% of CEOs being women. The CHRO position, in contrast, has moved closer to gender parity, with women occupying the role in over 50% of S&P 500 firms in recent years.

Richard Smith, Professor of Practice at Johns Hopkins Carey Business School, and his colleagues examined the forces at play in appointing female CHROs. They found that while HR's association with female traits supports social role theory, it isn't enough to shift the gender dynamics when a male CHRO is succeeded by a woman. Predominantly male senior management teams often view women as outsiders, reinforcing gender biases and slowing the advancement of women into top executive roles.

Despite growing appreciation for prioritizing human capital and employee development, gender stereotypes and biases persist. Large companies may support diversity at junior and middle management levels, but senior leadership remains a challenging frontier. Thus, while pressures for diversity exist, competing forces based on social categorization theory continue to resist such changes.

The rise of women in HR roles marks a significant shift towards gender diversity in leadership. Yet, understanding and overcoming the persistent glass ceiling requires addressing deep-seated biases and stereotypes within corporate culture. As the role of HR evolves to become more strategic, the success of female leaders in this field exemplifies the potential for broader organizational transformation.

Have you reached a leadership position in HR? Here are some tips on how to break the glass ceiling!

Breaking the glass ceiling that women face in reaching leadership positions, such as in HR, requires collective commitment and clear corporate policies. However, there are strategies that can help a woman leader position herself as a leader.

Here are some tips:

Build a Strong Network:

Mentors and Sponsors: Seek out mentors and sponsors who can provide guidance, support, and advocate for your career advancement.

Professional Networks: Join professional organizations and networks that support women in leadership.

Develop and Showcase Competence:

Continuous Learning: Engage in continuous professional development to stay ahead in your field.

Visibility: Actively participate in high-profile projects and ensure your contributions are visible to key stakeholders.

Assertive Communication:

Voice Your Ambitions: Communicate your career aspirations and the value you bring to the organization.

Negotiation Skills: Develop strong negotiation skills to advocate for fair compensation and opportunities.

Leverage Your Unique Strengths:

Emotional Intelligence: Utilize emotional intelligence to build strong relationships and manage team dynamics effectively.

Authenticity: Be authentic and leverage your unique perspective and strengths as a woman leader.

Promote an Inclusive Culture:

Advocate for Diversity: Champion diversity and inclusion initiatives within your organization.

Mentor Other Women: Support and mentor other women in the organization to build a pipeline of future leaders.

Seek Constructive Feedback:

Regular Feedback: Regularly seek feedback on your performance and areas for improvement.

Act on Feedback: Use feedback to make targeted improvements and demonstrate your commitment to growth.

Balance Visibility and Humility:

Self-Promotion: Don’t be afraid to highlight your achievements, but do so in a way that is confident, not arrogant.

Credit to Team: Acknowledge the contributions of your team to build trust and respect.

Strategic Career Planning:

Career Path: Plan your career path strategically, taking on roles that will provide the experience and exposure needed for advancement.

Risk-Taking: Be willing to take calculated risks and step out of your comfort zone for growth opportunities.

Resilience and Persistence:

Overcome Setbacks: Develop resilience to bounce back from setbacks and continue to push forward.

Persistent Effort: Stay persistent in your efforts to break through barriers and achieve your goals.

Work-Life Balance:

Self-Care: Prioritize self-care and maintain a healthy work-life balance to sustain long-term career success.

Flexible Working: Advocate for flexible working arrangements to support a balance between personal and professional responsibilities.

Read also: Article: Is there really a 'feminine' type of leadership? (peoplemattersglobal.com)