Why are Executive Assistants mostly women ?

Historical Perceptions and Gender Roles

The roles of Executive Assistants and Personal Assistants are well established. They are important and crucial within organizations, providing essential support to executives, entrepreneurs, and individuals, ensuring the smooth operation of daily tasks, schedules, and communications, etc. We won’t go through all the details again. However, behind the scenes of these demanding roles lies a reality of gender disparity that is so obvious that it often goes unnoticed, despite progress in workplace equality.

“Although women’s representation in historically male-typed professional and management positions has grown dramatically over the past five decades, men’s representation in historically female-typed jobs, such as those of secretaries or office assistants, has not increased accordingly (England?2010; Brynin and Perales?2016; on men’s hostility to feminized service jobs, see Koenig?2022)”

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The gender disparity in the EA and PA industry is multifaceted and deeply rooted in historical perceptions of gender roles. Traditionally, administrative and support roles have been associated with femininity, perpetuating the stereotype that women are more suited to such positions. This bias has influenced hiring practices and organizational structures, resulting in a disproportionate representation of women in EA and PA roles compared to men. Moreover, most leaders in the past were men, leading to the association of secretarial roles with women.

Today, 90% of administration professionals are women. However, did you know that not so long ago secretaries were exclusively men ?

?Evolution of Job Titles and Perceptions

Over time, societal shifts and advancements in workplace equality have challenged the entrenched gender norms within the EA and PA industry.

The evolution of job titles is emblematic of this transformation, with the term "secretary" gradually falling out of favour of more prestigious titles, such as Executive Assistant or Personal Assistant. This shift reflects broader efforts to recognize the diverse skill sets and responsibilities inherent in these roles, acknowledging the strategic contributions of EAs and PAs to organizational success.

Several factors contribute to the gender gap prevalent in the EA and PA industry. Deep-rooted stereotypes dictate that women possess inherent qualities such as nurturing, organization, and attention to detail, aligning with the perceived requirements of administrative roles. These stereotypes limit opportunities for men interested in pursuing careers as EAs or PAs and perpetuate the notion that certain professions are strictly gender specific.

Limited Career Advancement Opportunities

Another important point is that, despite their integral role in organizational functioning, EAs and PAs encounter limited avenues for career advancement and professional development. The lack of clear progression paths and recognition within the industry further blocks men from pursuing careers in administrative roles.

Unconscious Bias in Hiring Practices

What I have also experienced recently is that employers unconsciously favour female candidates based on preconceived bias, perpetuating the cycle.

Educating individuals about the diverse skills and capabilities required for administrative roles can help challenge gender stereotypes and encourage men to pursue careers as EAs and PAs.

Promoting positive role models and showcasing successful male professionals in administrative positions can inspire others to consider similar career paths.

Then, organizations should prioritize creating clear pathways for career advancement and skill development for EAs and PAs.

Offering mentorship programs, leadership training, and opportunities for cross-functional experiences can truly make a difference and break that glass ceiling. A candidate once reported to me that her (very old-school) manager said to her that as an EA, she would surely not progress to a higher-level role, so maybe she should consider not investing too much time and money in training.

Fortunately, most employers don't think this way, but it's an example of how the role can still be perceived.

Moving forward, inclusivity, challenging gender stereotypes, and promoting opportunities for professional advancement are essential steps to create a more equitable and diverse landscape within the EA and PA profession.

Nelly Kasongo K&K Partners.

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