Women don't want to be CEOs.

That comment, posted on our site in response to my last column about the lack of women in credit union CEOpositions, was jarring.

Was it a provocative comment that went against the status quo?Or do most credit union boards believe women aren't applying forthe top job because they don't aspire to it?

If it's the latter, and that mindset exists beyond the creditunion community, our entire country will be left behind as othernations not only realize business is better when both sexescontribute at the top, they do something about it.

While we're busy cutting down Hillary Clinton, Carly Fiorina andothers, Benazir Bhutto was elected Pakistan's first female primeminister nearly 30 years ago. Pakistan!

I think women absolutely do aspire to CEO positions, but for anumber of reasons, feel like they can't. Here are four.

1. Today's desired skill set doesn't favorwomen.

Although the financial crisis is quickly fading into the past,many credit unions still favor CFOs when vettingCEO candidates. These CFOs presumably are male, although Icould be wrong about that stereotype because my two credit unionshave female CFOs.

The C-suite path to the corner office is cyclical. FollowingH.R. 1151's passage, when credit unions were rapidly expanding intocommunity charters and multiple SEGs, a CEO with marketingexperience was in vogue. Then, during the mortgage boom, lendingexecutives were in demand. Now, it's a CFO who has the skills thatwill lead credit unions into the future.

Or does he? Hiring a CFO to weather the next financial crisissounds like yesterday's solution, not tomorrow's.

CEOs don't have to be the best financial manager or know themost about technology. But they do have to be leaders who motivateand engage employees, aren't afraid to admit they're wrong,represent the credit union in the community, and create andimplement a dynamic vision for the future. Women are just asskilled at those objectives as men, maybe even more so.

2. Career takes a back seat to otherresponsibilities.

I suspect it's a backlash to the latchkey kids of the 1980s thatexpects parents – especially moms – to put kids first in allsituations. Kids today have better wardrobes, participate in moreactivities and carry more weight in family decisions than theirparents.

I'm all for providing your children with the opportunity to havea better life, but if parents sacrifice everything – health,hobbies, social interaction and career opportunities – in favor ofthe children, the entire family suffers. Plus, children grow upthinking they're the center of the universe, and become depressedyoung adults when they leave the home and discover differently.

That societal pressure prevents women from advancing theircareers. Melanie Stillwell, CEO of the $335 million WesternCooperative Credit Union in Williston, N.D., shared her story withme and addressed this issue.

She agreed that manywomen choose not to apply for CEO positions for personal reasonslike family obligations. Whether or not they work outside the home,most women are still tasked with managing the household, whichincludes childcare, doctor's appointments, school and caring foraging parents. I'd add to that cleaning, cooking, laundry and themaintenance of everyone's happiness.

Women who are responsible for all of those things just don'thave enough in the tank to take on the additional responsibilityand stress of a big job like CEO of a financial institution.

Stillwell said when she took over as CEO in 2002, she had athree year old at home and a spouse who also worked full time. Hercareer advancement required everyone to make concessions regardingdaycare, work schedules, travel and more. However, she had on herside a great daycare, a very understanding board and a husband witha flexible work schedule who was able to step in when needed toaccommodate her late meetings, travel and other workcommitments.

“Had all these factors not aligned for me, I would not haveaccepted the CEO slot,” she said.

Would a man be limited by those responsibilities? There areplenty of single dads, more than ever before, but their numbers arerelatively few.

Even in 2016, the double standard exists and it's holding womenback.

3. Men still condescend to women.

Susan Mitchell, who chairs the Global Women's Leadership Network, calls it the chuckle. Toooften, when she brings up the need to promote more women in thecredit union community, the men on the receiving end arepatronizing. I've experienced it myself when even men who mean wellprovide face-palming feedback and advice. Women who assertthemselves and expect the same opportunities as men are oftenplaced into one of two categories: Masculine, bra burning feministsor spunky, cute pixies who, instead of a legitimate shot atsuccess, receive a pat on the head.

Gender equality isn't only important for women, it's good forthe entire credit union community, the nation and the world. In2013, the Pew Research Center reported that a record 40% of U.S.households with children under the age of 18 have women who areeither the sole or primary breadwinners. When nearly half ofbreadwinners are forced to settle for less income and feweropportunities, it weakens the economy and lowers the nation'sstandard of living.

Women have been earning more college degrees than men since theearly 1990s. Is it possible sexism has decreased the value of acollege education and is partly responsible for America's shrinkingmiddle class?

4. Women lack a network.

As executives advance, opportunities become more about who youknow, not what you know. The GWLN is trying to help women overcomethat obstacle. This great organization has formed 20 SisterSocieties across the country, and 80% of the community's femaleCEOs who run large shops are active in the group. They share theirstories with other women who aspire to the corner office but don'tknow where to begin or how to clear common hurdles.

Increasingly, the GWLN is scheduling events and meetings duringother industry conferences, improving attendance. If you'd like tolearn more about it, visit cuwomen.org.