TalentTuning

• Women managers have exactly the opposite degree of trust based on the gender of the line manager and trust a female CEO slightly more than a male one, “confirming,” Management Today reports, “the critical need within organisations for having women as both managers and chief executives in attracting and keeping female talent.”

• But male managers trust male line managers slightly more than female ones, even though these respondents expressed the same trust for male and femaleCEOs (and they too trust CEOs less than line managers of either gender).
  
  
• In general and by both genders, line managers are better trusted than CEOs by a significant margin.

• Both genders trust female line managers more than CEOs, with women having no gender preference, trusting 70% of all line managers, while men trust female line managers slightly more than male ones.

• Not only do women have less trust in male CEOs, who make up the vast majority, but they lose faith in their bosses faster in terms of career than men do, and their trust in their CEO is significantly lower at companies of at least 1,000 employees.

• Overall, the survey of nearly 5,700 Britons, slightly more than half of them managers, found that 31% of non-managers and 28% of managers have little or no trust in their organisation’s management team.

• Female CEOs, who are few enough to begin with but also in general have below-average seniority, probably suffer because CEOs who have served in the post longer tend to have greater respect from their underlings, with non-managers in particular having little trust in new CEOs.

The full report