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What can companies do for the professional advancement of women in the social and health sector in Germany?

Dr. des. Esther Ochoa Fernández

Researcher

Hochschule Niederrhein – University of Applied Sciences

Institute SO.CON

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Introduction

The majority of the employees working in the social and

health sector in Germany are women

Women in leading positions are a minority

Analysis of the factors influencing the career motivation

and the probability to get a leading position

Research project: “Women, Career, Development”

Financing: ESF and Federal Ministry of Education and

Research

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Human resources and organizational development- Support for the reconciliation of work and family life- Further education and training- Other measures concerning human resources (e.g. coaching)

Social networks

Gender roles, leadership roles and the professions in the social

and health sector

Education, family status, number and age of children

Social and immigration background

Analysed topics

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Data

• The data were collected between October and January 2011 in twelve different enterprises with 13.373 employees in total. - 10.327 women, 8% are in leading positions- 3.046 men, 22% are in leading positions

• 6.497 female workers received questionnaires• Sample size: 1.052 respondents (16,2%)• All respondents are women: in leading positions (23,7%)

and in not leading positions (76,3 %)• Three different levels of management: lower (47,8 %),

middle (33,9%) and top management (18,4 %)

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Results of empirical analysis

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Linear regression model: Motivation (unstandardized coefficients B)

age of respondent -0.078***

married -0.170

civil partnership 0.328

youngest child aged (0 - 2) -0.817+

youngest child aged (3 - 5) -0.234

Number of children 0.268*

Fathers education (at least a degree of universitiy of applied sciences) 0.716*

Mother: economically active 0.391+

Immigration background 1.748*

Index of role-understanding -0.272*

Index of work preferences: management 1.289***

Work preferences: directly work with clients/patients -0.160*

Work preferences: reconciliation of family and work -0.239*

Reconciliation of work and family life after the next career step 0.260***

Seniority -0.004**

(constant) 7.078

N=523; R² =0.372; Korrigiertes R² = 0.344 + p<0.10; * p<0.05; ** p<0.01; *** p<0.001

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Logistic regression model: Probability (unstandardized coefficients B)

Role models for female professional careers (male) 1.145+

Role models for female professional careers (female) -0.527

Role models for female professional careers (both) 0.183

missing 3.478*

Management and business administration 0.505***

Personal development (moderation, communication, self management) -0.183+

taking over projects and additional tasks 0.292*

metting colleagues after working hours -0.329*

Inner-organizational consulting on personal development -1.420***

Coaching 1.086*

Lower managment 2.731***

Full-time work 0.046*

Permanent employment 1.219+

constant -6.697***

N = 449; Pseudo R² = 0.371; + p<0.10; * p<0.05; ** p<0.01; *** p<0.001

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Summary

Career Motivation• Negative influence of traditional role models• Positive influence of the reconciliation of working and family life• Typical skills and jobs of social workers (work with clients) have a

negativ influence on the career motivation• Management skills are important for the career motivation

Caarer Probability• Male culture in the management levels: male role models, coaching,

consulting on personal development • Management qualifications and experiences bring women into leading

positions• Networking • Negative influence of part-time work and temporary employment

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What can companies do for the professional advancement of women?• Organisations should rethink their concepts about persons in

leading positions:- Consulting on personal development decreases the career

probability

• New organisation of work for persons in leading positions: women want to reconcile private and professional life

• Good-Practices: - Further education in management: it is the challange of the

organization to consider women for it- taking over projects and additional tasks- Coaching- Networking

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Dr. des. Esther Ochoa Fernández

Researcher

Hochschule Niederrhein – University of Applied Sciences

Institute SO.CON