Daughters key to male CEOs commitment to gender diversity

Male CEOs are more likely to promote gender diversity if they have a daughter. Research in Australia, which drew on interviews with over 40 leading chief executives, discovered that the majority of male leaders who joined equality advocacy groups were relatively passive “bystanders” in relation to this issue. However, those men who most actively promoted diversity had seen the consequences of discrimination or exclusion in relation to daughters or female partners. These men stated that they were motivated by factors such as shame and fairness. The report, which looked at the larger issue of why bosses become involve in Champions of Change groups – found that, although there had been improvements in representation and gender pay equality, Australia was still behind North America and Europe in terms of equality.

Male chief executives are "sitting on the fence" when it comes to championing gender diversity in their companies, but those who have a daughter are more likely to take action, research shows.

Confidential interviews with more than 40 chief executives leading prominent organisations nationwide found most who join Male Champions of Change gender-equality advocacy groups were "bystanders" who neither actively support nor resist improving gender equity.

Illustration: Michael Mucci

The most active in championing gender diversity in their workplace had first-hand experience with discrimination or exclusion through their daughters or female partners. More than 40 per cent of those surveyed said they were driven by moral values, such as shame and fairness.

One CEO said: "I have a wife and daughter, and I could see the struggle that my wife had gone through, and I could see the struggle that my daughter was going through, and so there was an emotional resonance."