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Explorations into sex, gender and leadership in the UK Civil Service Part 1. Introduction, background and theoretical considerations

机译：英国公务员制度中性别，性别和领导能力的探索第1部分。简介，背景和理论考虑

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Purpose - This is the first of a three-part paper exploring the intersection between sex, gender and leadership in the UK Civil Service. The purpose of this paper is to introduce research by the authors into differences in the behaviour of men and women managers in the UK Civil Service, differences in 360 degree assessments of these behaviours and variations in the behaviours and assessments in different organisational contexts. This part of the paper sets the scene, and provides a literature review and a series of conjectures, derived from this review. Design/methodology/approach - This part of the paper outlines the training and development activities carried out by the authors and explains the target populations, the context in which managers operated and the part played by psychometric assessments in such activities. It then provides a literature review on the intersection of sex, gender and leadership. This looks at: the glass ceiling; leader preferences; gender stereotypes; gender stereotypes and leaders; attitudes towards women as leaders; leadership theories and gender stereotypes; sex differences in psychological traits; sex differences in leader behaviour and effectiveness. Finally, it presents a series of conjectures, derived from the literature review. Findings - The literature review shows that the playing field that constitutes managerial ranks continues to be tilted in favour of men and behaviours associated with the male stereotype, despite what leadership theories and field evidence would suggest. Research limitations/implications - The research was also a by-product of the authors' training and development work, not a purpose-built research programme to explain the "glass ceiling". It relates to the UK Civil Service and may not be relevant in other contexts. Practical implications - Later parts of the paper present prescriptions for minimising the impact of gender stereotypes, along with an evidence-based leadership framework. Training and development implications are presented. Findings are relevant to leaders, would be leaders and human resource professionals, including training and development specialists. Social implications - The vast majority of top leadership positions across the world are held by males rather than females. This prevents women from moving up the corporate ladder. This literature review describes the "glass ceiling" and explores what lies behind it. Originality/value - Research on sex differences in behaviour, gender stereotypes and situational differences in both, in the UK Civil Service, are all original. Of particular importance is the new evidence-based framework of leadership competences.
机译：目的-这是由三部分组成的论文中的第一篇，探讨英国公务员制度中性别，性别与领导力之间的交集。本文的目的是介绍作者对英国公务员系统中男女管理者的行为差异，对这些行为进行360度评估的差异以及在不同组织环境下行为和评估的差异的研究。本文的这一部分将为您提供一个背景，并提供文献综述和一系列由此得出的猜想。设计/方法/方法-本文的这一部分概述了作者进行的培训和开发活动，并说明了目标人群，管理人员的工作环境以及此类活动中心理测评的作用。然后，它提供了有关性别，性别和领导力交集的文献综述。看一下：玻璃天花板；领导者的偏好；性别定型观念；性别陈规定型观念和领导者；对妇女担任领导者的态度；领导理论和性别定型观念；心理特征的性别差异；领导者行为和效能上的性别差异。最后，它提出了一系列从文献综述中得出的猜想。调查结果-文献综述表明，尽管领导力理论和实地证据表明，构成管理职级的竞争环境仍然倾向于男性和与男性刻板印象相关的行为。研究的局限性/意义-该研究也是作者培训和开发工作的副产品，而不是专门为解释“玻璃天花板”而设计的研究程序。它与英国公务员制度有关，在其他情况下可能无关。实际意义-本文的后半部分提出了将性别定型观念的影响最小化的方法，以及基于证据的领导力框架。介绍了培训和发展的意义。调查结果与领导者相关，包括领导者和人力资源专业人员，包括培训和发展专家。社会影响-世界上绝大多数高层领导职位由男性担任，而不是女性担任。这样可以防止女性在公司阶梯上前进。这篇文献综述描述了“玻璃天花板”，并探讨了其背后的含义。原创性/价值-英国公务员制度中有关行为性别差异，性别定型观念和情境差异的研究都是原创的。尤为重要的是新的基于证据的领导能力框架。

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