My blog is going to the address the topic of women in banking, it will focus on the commercial banking sector in Ireland. In doing so I would like to raise the question, is there a gender bias in the banking sector in both Ireland and abroad? In the banking sector there is a need for analysis and debate. It is a topic of much controversy, the aim of this blog is to determine whether this is a topic of substance or merely a stereotype that has reached its sell by date.
Lloyds TSB along with other commercial banks have addressed this issue by setting out a goal of gender quality in their bank by 2020. This recognises that there is a gap to fill, a bridge to build. It is a positive step in the right direction for the bank, but it does however imply that there are steps to take. Is this a generalisation of what all commercial banks should do, or is there a need for the others to do so?
The American Banker issued the top 25 women in banking, all proved to be extremely powerful and influential women in the banking sector. Further details on these women can be accessed here.
I will test the perception that there is a gender gap at managerial and executive levels in the banking sector in Ireland. To do this I will base my findings on discussions with two female bankers of at managerial levels and three female bankers at exectuive levels. Firstly, I will interview Gay Liston, a retired bank manager of AIB formally known as Munster and Leinster Bank, based in Cork from 1948 - 1990. The second general manager I will converse with will be Bridie Bourke who worked in Bank of Ireland (1970-2002). The executive level will be investigated through interviews with Margaret Sweeney, the former CEO of Post Bank, also the first female CEO in the banking sector in Ireland, Margaret Kavanagh an executive of AIB, and thirdly Carol Bolgers a former executive of Ulster Bank. These interviews will provide an inside view of what it takes to be a successful female in the banking sector and their opinion on gender inequality in the industry.
Attracting and retaining the right people are critical elements to the success of any organisation (Yadav & Dabhade, 2014). It can be assumed that the more diverse range of employees in a bank or any other organisation gives a higher chance of optimisation for that bank or organisation. It can also lead to the development of questions. If there had been more women in the banking sector, could the financial crisis have been controlled better in Ireland or abroad? It will raise questions that may never obtain an accurate answer but ones that should be addressed to potentially prevent and control such events from reoccurring.
