Interim management has long been the career path of choice for ambitious, successful professionals who are experts in their field. With higher rates of pay, a chance to exhibit and develop skills, and the opportunity to work flexibly on projects, the role is a viable option for many high-level executives who are seeking to branch out into pastures new.
However, according to a study Executives Online conducted in March 2011, the field of interim management is still 85% controlled by men, including a majority who are aged fifty or older. That said, is there room for professional women to gain control of this market?
Interim management is no different than many other professional careers across the UK, in that there is a gender pay gap. Russam GMS released a report in June 2011, that found an 8% pay gap between men and women in the interim management arena.
Although this statistic has fallen since the 11% gap found in the agency's December 2010 report, it still means that the average pay for a male interim manager is 613 a day, whereas the average earning of a female interim manager is 567 a day.
This doesn't necessarily indicate that there is pay inequality in interim management. The differing industries that attract men versus women is the reason postulated for the pay gap by Charles Russam, chairman of Russam GMS.
To support this argument, Executives Online found in its March 2011 report that there was a daily pay rate discrepancy of just 3 between male and female interim managers within the contracting sector alone. Of course, a pay discrepancy of any measure is certainly not ideal, but this gap is far less significant than it is within countless other industries in the UK.
If in fact the pay rate isn't necessarily an obstacle to interim management by women, the next question is whether it is an appropriate choice for women or not?
1600 females working as interim managers were recently surveyed by Interim Women, a business forum, to determine the profile and motivations of women working in the field of interim management.
According to the survey, the average woman interim manager claimed 22 years of business experience and previously held a high executive position. The drive to move towards becoming an interim manager was found in a desire to control their own destinies, improve work/life balance, develop and improve business skills and flexibility.
Although, anyone interested in becoming an interim manager must be willing to accept financial ups and downs, whether men or women. It often takes a great deal of networking and professional connections to win contracts, and this can take a long time.
As a historically male dominant industry, interim management does still have a pay gap based on gender. However, the role has been found to be equally suited to ambitious, determined and creative female professionals who are seeking to develop their careers, their skills and their opportunities for the future.
However, according to a study Executives Online conducted in March 2011, the field of interim management is still 85% controlled by men, including a majority who are aged fifty or older. That said, is there room for professional women to gain control of this market?
Interim management is no different than many other professional careers across the UK, in that there is a gender pay gap. Russam GMS released a report in June 2011, that found an 8% pay gap between men and women in the interim management arena.
Although this statistic has fallen since the 11% gap found in the agency's December 2010 report, it still means that the average pay for a male interim manager is 613 a day, whereas the average earning of a female interim manager is 567 a day.
This doesn't necessarily indicate that there is pay inequality in interim management. The differing industries that attract men versus women is the reason postulated for the pay gap by Charles Russam, chairman of Russam GMS.
To support this argument, Executives Online found in its March 2011 report that there was a daily pay rate discrepancy of just 3 between male and female interim managers within the contracting sector alone. Of course, a pay discrepancy of any measure is certainly not ideal, but this gap is far less significant than it is within countless other industries in the UK.
If in fact the pay rate isn't necessarily an obstacle to interim management by women, the next question is whether it is an appropriate choice for women or not?
1600 females working as interim managers were recently surveyed by Interim Women, a business forum, to determine the profile and motivations of women working in the field of interim management.
According to the survey, the average woman interim manager claimed 22 years of business experience and previously held a high executive position. The drive to move towards becoming an interim manager was found in a desire to control their own destinies, improve work/life balance, develop and improve business skills and flexibility.
Although, anyone interested in becoming an interim manager must be willing to accept financial ups and downs, whether men or women. It often takes a great deal of networking and professional connections to win contracts, and this can take a long time.
As a historically male dominant industry, interim management does still have a pay gap based on gender. However, the role has been found to be equally suited to ambitious, determined and creative female professionals who are seeking to develop their careers, their skills and their opportunities for the future.
About the Author:
Employing interim management staff is an effective way for a company to effectively implement strategies for change. Outcomes UK provides interim managers to work within organisations operating in the public and private sector across the UK.
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