Unleash the female factor to let business boom

As President and Vice-chancellor of the University of Manchester and an influential voice on many eminent scientific committees, Professor Dame Nancy Rothwell is rightly seen as a role model and pioneer in her field.   

However, academic and research achievements represent just one string to her bow. In addition, she is a non-executive director of pharmaceutical giant AstraZeneca and is co-chair of the British prime minister’s Council for Science and Technology and a member of the Greater Manchester Local Enterprise Partnership.

All of which means Rothwell is also ideally placed and better qualified than most to speak on issues related to women in leadership positions, in particular where real advances have been seen in recent years and where changes might still be made.

“I suppose this has become such a hot topic because, overall, there are still so few women leaders, though that is gradually changing,” says Rothwell, who in February last year was ranked as the 15th most powerful woman in the United Kingdom by BBC Radio 4’s Woman’s Hour programme. “For four years, I have been the only female vice-chancellor on the Russell Group of 24 British universities, though that number is about to treble as I will soon be joined by two more. Dare I say that there is increasing recognition that women can make excellent leaders, so we need more of them.”

Besides dealing with relevant aspects of suitability and competence, any debate or discussion, she notes, has to acknowledge the importance of fairness, equal opportunity for all, and the value of diversity.

“Obviously, I am cited as a role model and, in seeking to contribute to the wider debate, I have tried to focus very much on the positives,” says Rothwell, who originally studied physiology and is still involved in research on stroke and brain injury. “Indeed, I point to the advantages of being a woman in what is often considered a rather ‘male’ world – for example, people tend to remember you. And, I haven’t focused on one reason why women leaders are in such a minority because I think there are complex issues – some of which apply to men as well - such as confidence, pushing themselves forward and family commitments. I am rather wary of generalisations.”

She does recommend, though, that more can be done to ensure that women have opportunities and encouragement to rise up through the successive levels of leadership in business, academia and other areas of endeavour. There has to be a concerted effort to reduce the “drop out” rate and make sure organisations, where necessary, accept a responsibility to be more insightful and aware.