Business Schools and the Leadership Divide
Author: Eileen McAuliffe, EVP of Europe, Middle East & Africa, AACSB International
Despite years of progress in promoting diversity, women continue to be under-represented in senior business school leadership roles. AACSB’s latest findings indicate that women make up only 41.8% of tenure-track faculty, 27.1% of full professors, and 29.8% of deans at business schools. Although these figures show gradual improvement, significant work remains to foster greater representation of women in academia.
Business schools, as key institutions for developing global leaders, have a responsibility to embody inclusiveness and diversity. Students benefit more from being taught by faculty who mirror the diverse demographics and realities of the business environment they will enter after graduation.
The barriers women face in advancing to leadership roles are complex, including limited career pathways, work-life balance challenges, and insufficient mentorship opportunities. While women are well represented in early academic roles, their numbers dwindle significantly at higher tiers, like that of professors and deans. This trend suggests a progression issue rather than a pipeline problem, indicating that capable female leaders are not advancing as swiftly as their male counterparts.
The implications of this disparity are profound. Leadership shapes institutional direction, resource allocation, and organizational culture. Schools that do not leverage their talent effectively risk poor decision-making and an inability to prepare graduates for a globalized economy.
Leadership Without Trade-Offs
A significant barrier to women’s advancement is sustainability. Traditional career expectations often fail to accommodate work-life balance, making it challenging for women to envision themselves in leadership roles. Insights from deans suggest that the role of a leader is becoming increasingly complex, demanding constant availability and high visibility. This can unintentionally exclude talented individuals who cannot meet these expectations.
There are actionable steps institutions can take to create more inclusive leadership paths: adopting flexible leadership models, clarifying workload expectations, implementing equitable parental policies, and fostering robust support systems. Such measures can make leadership roles more accessible and sustainable, while also changing perceptions about what effective leadership entails.
In a recent AACSB report, 42% of first-time deans expressed a desire for more mentorship. In response, the AACSB developed the ‘Dean’s Journey’ program, which provides insights and peer connections, with a notable participation rate of 45% female candidates in its first two cohorts.
A Call for Accountability
The evidence is clear: the talent and ambition for leadership exist among women in business schools. Empowering them requires not just opening doors but actively providing the necessary opportunities, mentorship, and networks to assume leadership roles. Recognizing diverse leadership styles can further enhance institutional strength.
Progress hinges on a sustained commitment to accountability and an ongoing challenge to outdated norms that have traditionally limited leadership pathways. The imperative is clear: More women must be equipped and empowered to lead effectively.
