How do female executives differ from men?

Female and male managers differ in these characteristics

Managers also attach greater importance to the possibility of personal development. They are just as ambitious for their careers as their male colleagues. That was the result of the current manager barometer of the international personnel consultancy Odgers Berndtson.

The content of the work is an essential motivator for women

58.1 percent of the female executives who took part in the most recent survey on the Manager Barometer feel motivated for their future careers primarily by the purpose of their job or their employer. 56.5 percent of female managers name the content of their work as an essential motivator.

This puts these criteria on ranks 2 and 3 of the career motivators for women (ranks 4 and 5 for men). As in previous years, the main career motivator for women (65.8 percent) and men (60.0 percent) is the use of personal strengths and talents in the workplace.

Lifelong learning is important to female managers

On the other hand, there were large differences in assessment of personal development: lifelong learning is significantly more important to female executives at 51.6 percent than men, who only confirm this to 40.9 percent. “Our study across all industries and companies shows that women have significantly different priorities than men in their career planning,” explains Olaf H. Szangolies, partner at Odgers Berndtson and head of the Manager Barometer 2018/2019. “Companies have to take these preferences into account if they want to attract more women to management positions,” says the consultant.

Women leaders are just as ambitious as men

In addition, female executives have just as much career ambition as male executives. While 51.2 percent of men want to keep climbing and achieve the maximum in their career, 52 percent of women also want to. Above all, women strive for a position at the board or management level in a medium-sized company. "

The result of our study contradicts the widespread assumption that women are not ambitious or determined enough to get into a top management position, ”comments Olaf H. Szangolies. “On the contrary: the female managers we interviewed strive for the highest possible remuneration, just like their male colleagues. In addition, recognition in their professional community is extremely important to them, ”adds Szangolies.

Younger, more often single and less often children

Female executives in the D-A-CH area are on average 46 years old and thus around two years younger than the average of male executives. In addition to their university degree, 34 percent of women - 35 percent of men - have additional academic training such as a doctorate or MBA, and 20 percent have managerial role models in their families (men 19 percent). Nevertheless, the majority of women are still in lower and middle management positions. At 71.6 percent, they are also less often married or in a stable partnership than men (92 percent), only 40.5 percent have children (men 79 percent).

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