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“Structural factors” inhibiting progress of women in credit

The progress of women in the credit profession is being curbed by structural factors including unconscious biases in hiring and promotion decisions, according to Metro Bank’s chief risk officer.

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In an exclusive interview with Credit Strategy, Credit 500 member Aileen Gillan discussed gender and diversity issues, regulatory issues, technology and managing the bank’s risk profile.

 

On the question of the representation of women in senior roles, she said: “I think it comes down unconscious bias, and I know a lot of organisations are focussed on the extent to which that can get in the way and put in place training programmes to try and stop it creeping into decision making.

 

“In my experience, I’ve seen lots of examples of talent management where – particularly in bigger organisations – there’s a greater tendency to take a chance on guys, rather than on talented women.”

 

Gillan added it is vital for organisations to afford chances to talented women in a similar way to those which have frequently been given to men.

 

Her comments come after similar points were raised by Shell’s head of credit and trade finance London David Fisher, who in an opinion column for Credit Strategy said it is vital for decision makers to stop hiring in their own image in order to tackle the gender gap at senior levels in the profession.

 

Gillan said: “I certainly see it as my responsibility as a senior woman to champion talented women, to make sure that we create visibility of talented women. We are really open-minded in the opportunities that we offer, including the stretch opportunities where we are taking a chance on a talented woman and giving her the opportunity to demonstrate that she has the capability to grow into a bigger role.”

 

“Earlier in my career, we used to talk about the queen bee syndrome, where successful women didn’t actively promote younger women coming through and I love the (former US secretary of state) Madeleine Allbright quote that ‘there’s a special place in Hell for women who don’t help other women’. I passionately believe it’s my responsibility as a senior woman to create every opportunity possible for talented young women coming through.”

 

The full interview will be included in issue 232 of Credit Strategy, which will come out in early September.

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