scholarly journals Swimming against the current: Negotiating leadership challenges for women in Iran

Leadership ◽  
2021 ◽  
pp. 174271502110471
Author(s):  
Parisa Gilani ◽  
Caroline Rook ◽  
Yasamin Razeghi ◽  
Melissa Carr
Keyword(s):  
Complex Dynamics ◽  
Women In Leadership ◽  
Cultural Norms ◽  
Leadership Roles ◽  
Female Leaders ◽  
Structured Interviews ◽  
Leadership Challenges ◽  
Global Issue ◽  
Contextual Understanding ◽  
Western Perspective

The representation and progression of women in leadership roles is a global issue, but research insights on the enactment of leadership by women stem from a predominantly Western perspective. As leadership is inherently context-dependent, we focus on a specific ‘place’ of leadership enactment and provide a more situated and contextual understanding of the challenges women in Iran face in entering and enacting leadership roles. This study contributes to the understanding of leadership and place by considering the dynamics of place as occurring at multiple levels – societal norms (including religion), organisational and physical (including geographical). For this in-depth inductive study 24 semi-structured interviews were conducted and analysed through Reflexive Thematic Analysis. Through the intersection of different spheres of place particular challenges for women arise. The women within our study had to negotiate the complex dynamics of doing gender well and being seen to act in line with the normative conceptions of femininity with dominant masculine expectations of what leadership and how it should be done. While also women Western contexts are constrained and / or supported by cultural (national, societal and organisation) factors as well as place in a physical and geographical sense, the specific nuances in national and societal cultural norms and the ‘harsh’ physical environment in our study provide additional challenges for women to negotiate. This study affords female leaders in Iran a voice and extends previous work on the lived experiences of women in the Middle East and North Africa Region in the under-researched context of Iran.

Gender inequality in the work environment: a study of private research organizations in India

2017 ◽  
Vol 36 (3) ◽  
pp. 255-276 ◽  
Author(s):  
Namrata Gupta
Keyword(s):  
Gender Inequality ◽  
Cultural Context ◽  
Women In Leadership ◽  
Cultural Norms ◽  
Gender Inequalities ◽  
Structured Interviews ◽  
Leadership Positions ◽  
Indian Culture ◽  
Content Type ◽  
Ideal Woman

Purpose Since liberalization in the 1990s, India has witnessed a growth in the number of educated middle-class women in professions. However, there are few women in leadership positions and decision-making bodies. While the earlier notion of the ideal woman as homemaker has been replaced by one which idealizes women of substance, a woman’s role in the family continues to be pivotal and is even viewed as central in defining Indian culture. The purpose of this paper is to analyze how and to what extent gender inequalities are reproduced in the organizations employing educated professionals. Design/methodology/approach Based on the perspective that gender is socially constructed, this paper analyzes gender inequality in Indian organizations through semi-structured interviews of men and women scientists in two private pharmaceutical laboratories. Findings The findings show reproduction of a gendered normative order through two types of norms and practices: one, norms and practices that favor men and second, socio-cultural norms that devalue women in public spaces which help to maintain masculinity in the workplace. Although these practices might be found elsewhere in the world, the manner in which they are enacted reflects national cultural norms. Originality/value The paper highlights how various norms and practices enacted in the specific Indian socio-cultural context construct and maintain masculinity at workplace depriving opportunities to professional women which affect their rise to leadership positions.

Gender and Tourism

2021 ◽  
pp. 110-127
Author(s):  
Denise Salvador ◽  
Zélia Breda ◽  
Filipa Brandão
Keyword(s):  
Labour Market ◽  
Family Relationships ◽  
Tourism Industry ◽  
Women In Leadership ◽  
Female Leaders ◽  
Structured Interviews ◽  
Dual Roles ◽  
Personal Lives ◽  
Study Approach ◽  
Early Entry

An increasing number of women occupy positions in the labour market that were previously restricted to men. This is, however, still limited by the dual roles of working women. This chapter aims to address gender issues in the tourism industry. Specifically, it focuses on female participation in the labour market, highlighting the characteristics of women in leadership positions. A case study approach was used, focusing on female leaders in the hotel sector in Fortaleza, Brazil. An exploratory qualitative study was developed through semi-structured interviews, which aimed to gather data on the career path of female leaders. The collected data allowed understanding how these women reached top-level positions, and their leadership styles. Results indicate that early entry into the labour market, dedication, education, entrepreneurial skills, and dynamic personality are instrumental and work directly affects family relationships, being the cause of some problems in their personal lives.

Leadership and women: The space between us. Narrating the stories of senior female educational leaders in Malta

2020 ◽  
pp. 174114322092903
Author(s):  
Robert Vella
Keyword(s):  
Gender Equity ◽  
Catholic Church ◽  
Social Life ◽  
Educational Leaders ◽  
Women In Leadership ◽  
Leadership Roles ◽  
The European Union ◽  
Female Leaders ◽  
Doctoral Study ◽  
Training Programmes

The main objective of this research is to investigate the perceptions and experiences of senior female educational leaders in Malta, where senior leaders are considered as those leaders from the Minister of Education to leaders at directorial level. Although Malta’s laws relating to gender equity are in line with those of the European Union, traditional beliefs and values, including those shaped by the Catholic Church, mean that in many areas of social life, women and girls continue to be perceived as inferior. The study is framed within a constructivist and interpretivist paradigm and takes a narrative approach. Throughout 2017 to 2018, in-depth interview data was collected from eight senior female leaders in the Maltese education department. Data used from an ongoing doctoral study was analysed manually using a hybrid method in order to establish the relevant themes. The findings from the study demonstrated that women in educational leadership roles in Malta have to face challenges specific to their being female. The study recommends, among other things, real family friendly measures by organisations, organised professional development programmes for women in leadership and for those aspiring to be leaders, and training programmes focused on how to build healthy collegial relationships.

Women leaders' views on demand-side strategies

2020 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Alyson Byrne ◽  
Ingrid C. Chadwick ◽  
Amanda J. Hancock
Keyword(s):  
Women Leaders ◽  
Past Research ◽  
Women In Leadership ◽  
Career Stage ◽  
Leadership Roles ◽  
Management Support ◽  
Demand Side ◽  
Engaged Scholarship ◽  
Female Leaders ◽  
Content Type

PurposeThe purpose of this paper is to examine female leaders' attitudes toward demand-side strategies to close the gender-leadership gap and discuss implications for organizations.Design/methodology/approachThis article describes the process of knowledge co-creation that took place using an engaged scholarship epistemology over 23 interviews with North American women in senior leadership roles.FindingsFive key themes related to women leaders' attitudes toward demand-side strategies are discussed. Some felt uncertain or opposed toward these strategies, whereas others supported them. Support for these strategies was dependent on perceptions of backlash regarding the implementation of these strategies and the participants' career stage. Finally, participants acknowledged that demand-side strategies are insufficient in isolation and require additional organizational supports.Research limitations/implicationsThese findings enhance our understanding and provide theoretical refinement of the mechanisms that drive female leaders' reactions to demand-side strategies to close the gender-leadership gap.Practical implicationsParticipants advocated for certain practices to be considered when organizations contemplate the adoption of demand-side strategies. Importantly, participants advocated that the implementation of demand-side strategies would be insufficient unless organizations encourage greater dialogue regarding the gender-leadership gap, that top management support more gender inclusive leadership, and that male colleagues act as allies for women in leadership.Originality/valueThis article extends past research and theory by integrating the pragmatic perspectives of successful female leaders with previous empirical evidence to illustrate different reactions to demand-side strategies and ways for organizations to manage those in their efforts to close the gender-leadership gap.

scholarly journals Women in veterinary leadership positions: their motivations and enablers

2019 ◽  
Vol 186 (5) ◽  
pp. 155-155 ◽  
Author(s):  
Charlotte Tindell ◽  
Renate Weller ◽  
Tierney Kinnison
Keyword(s):  
Role Models ◽  
Future Generation ◽  
Positive Influence ◽  
Women In Leadership ◽  
Female Leadership ◽  
Leadership Roles ◽  
Motivating Factors ◽  
Female Leaders ◽  
Veterinary Profession ◽  
Veterinary Surgeons

BackgroundDespite now having higher numbers of women than men within the veterinary profession, there are substantially less women in leadership roles. Research, primarily in other professions, has focussed on barriers to leadership and sometimes overlooked facilitators and motivators. This study aimed to explore the motivating factors for female veterinary surgeons to become leaders, to identify potential strategies to increase female leadership.MethodsSixteen female leaders from academia, professional bodies, industry and clinical practice took part in semistructured interviews. Interviews were analysed using a thematic analysis approach.ResultsTwo themes were developed: ‘Potential for positive influence’ and ‘Requirement of external enablers’. Participants wanted to influence change for themselves, including work-life balance and developing their role, and for others through a position of influence. They wanted to inspire and mentor the future generation of leaders. External enablers allowed this transition to occur, including formal mentors and informal support systems, opportunities for growth and increased responsibility, and leadership training.ConclusionPotential strategies to increase female leaders include the promotion of female role models, increasing awareness of training and increasing work flexibility. The profession could improve its support of the next generation of leaders and celebrate the successful female leaders we already possess.

Attributions for Success and Failure of Men and Women in Leadership Positions

1994 ◽  
Vol 75 (3) ◽  
pp. 1307-1312 ◽  
Author(s):  
Kenneth S. Shultz
Keyword(s):  
Task Difficulty ◽  
Women In Leadership ◽  
Leadership Roles ◽  
Female Leaders ◽  
Leadership Positions ◽  
Men And Women ◽  
Male And Female ◽  
Female Leader ◽  
Performance Ability ◽  
Male Leader

Attributions for the success and failure of men and women in leadership positions were examined as a function of the subjects' attitudes towards women in leadership roles (as measured by the Women As Managers Scale of Peters, Terborg, and Taynor. 80 men and 80 women were randomly assigned to one of four conditions in which a leader's performance was described, i.e., male leader—success, male leader—failure, female leader—success, female leader—failure. Subjects then rated the importance they believed each of four factors had in determining the leader's performance (ability, effort, task difficulty, and luck). A general reluctance of subjects to make external attributions and to distinguish between male and female leaders was found.

Towards a Fairer Future

2020 ◽  
Vol 13 (2) ◽  
pp. 52-68
Author(s):  
Courtney Cook
Keyword(s):  
Black Women ◽  
Nonprofit Organizations ◽  
White Women ◽  
Nonprofit Sector ◽  
Leadership Skills ◽  
Black Girls ◽  
Women In Leadership ◽  
Leadership Roles ◽  
Female Leaders ◽  
Black And White

In the study on which this article is based, I examine the correlation between the number of Black girls in leadership programs and the number of Black female leaders in nonprofit organizations. I carried out research on Black girl leadership to understand the shortcomings of programs meant to teach Black girls appropriate leadership skills and I conducted interviews with female leaders to determine the hurdles faced by Black women trying to obtain leadership roles in the nonprofit sector. My findings show that there is a disconnect between Black and white women in leadership roles and that impediments for Black women affect leadership prospects for Black girls. This article is a call to create an activist model that supports the professional trajectories of Black girls.

scholarly journals Women in Leadership: Insights from Female Principals of Rural Secondary Schools in Vhembe District of South Africa

2021 ◽  
Vol 29 (3) ◽  
Author(s):  
Livhalani Bridget Sinyosi ◽  
Onoriode Collins Potokri
Keyword(s):  
Secondary Schools ◽  
South African ◽  
Role Models ◽  
Women In Leadership ◽  
Rural Setting ◽  
Research Approach ◽  
Female Leaders ◽  
Structured Interviews ◽  
Female Principals ◽  
Vhembe District

Gender predisposition towards female leaders within the South African context remains a problem and compelling issue, particularly in rural settings, which are often marginalised and overlooked. Guided by the transformational leadership theory, this article explored the experiences of South African female principals in managing secondary schools in the Vhembe District of Limpopo. A profoundly traditional and patriarchal society characterises this rural setting. Hence, a qualitative research approach and a case study design were used. Ten female principals from ten (10) randomly selected secondary schools in the Vhembe District were purposively selected to serve as participants. Through semi-structured interviews, data were gathered from the sampled participants. Findings from the article reveal that patriarchy still plays a role in disadvantaging women from effectively assuming their duties as leaders. Most of the participants–female principals are subjected to gender bias and thus, unproductive, impact the cooperation from learners, parents, teachers, the community, and the Department of Education officials. Despite unpleasant experiences, female leaders in this article demonstrate selflessness in their daily leadership tasks and routines. Furthermore, they are inspirational and serve as role models to all they had relationships with for the transformation and change they desire in their schools. To the sampled principals, being selfless and inspirational is their leadership strength. One way of the few mentioned becoming a leader one aspires to.

Women Advancing to Leadership Positions: A Qualitative Study of Women Leaders in IT and ITES Sector in India

2018 ◽  
Vol 5 (2) ◽  
pp. 150-172
Author(s):  
Shubhasheesh Bhattacharya ◽  
Sweta Mohapatra ◽  
Sonali Bhattacharya
Keyword(s):  
Information Technology ◽  
Women Leaders ◽  
Organizational Factors ◽  
Women In Leadership ◽  
Leadership Roles ◽  
Key Factors ◽  
Structured Interviews ◽  
Leadership Positions ◽  
Multiple Case

The article examines the key factors that facilitate the advancement of women to leadership positions in the information technology and information technology enabled services (IT and ITES) sector in India. It adopted interview based exploratory case study method using multiple case studies and gathered empirical data using in-depth semi-structured interviews. The study identified critical individual and organizational factors which facilitate the advancement of women in leadership positions. The findings are of value to human resource and diversity practitioners to create gender-balanced and inclusive leadership in the organizations that would lead to attracting, retaining and developing women talent for leadership roles.

My Fair Lady? Inferring Organizational Trust From the Mere Presence of Women in Leadership Roles

2021 ◽  
pp. 014616722110359
Author(s):  
Mansi P. Joshi ◽  
Amanda B. Diekman
Keyword(s):  
Organizational Trust ◽  
Women In Leadership ◽  
Male Dominance ◽  
Leadership Roles ◽  
Female Leaders ◽  
Organizational Hierarchy ◽  
History Of ◽  
Mere Presence ◽  
Male Leader ◽  
Different Levels

The history of male dominance in organizational hierarchy can leave a residue of mistrust in which women in particular do not expect fair treatment. The mere presence of a female leader relative to a male leader led perceivers to anticipate fairer treatment in that organization (Study 1) and greater projected salary and status (Study 2). This mere presence effect occurred uniquely through communal and not agentic affordances; these patterns emerged especially or only for women. Female leaders cued organizational trust in both male- and female-dominated industries (Study 3) and when they occupied different levels of the organizational hierarchy (Study 4). When information about organizational communal affordances is directly communicated, both female and male leaders signal trust (Study 5). The processes and practices of male-dominated organizational culture can leave a residue of mistrust, but viewing women in leadership is one beacon illuminating paths forward and upward.

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