scholarly journals Mujeres y lideragazgo empresarial: explorando la brecha de género en la cima = Women and corporate leadership: exploring the gender gap at the top

2017 ◽  
Vol 2 (2) ◽  
pp. 53 ◽  
Author(s):  
Ruth Mateos de Cabo
Keyword(s):  
Gender Gap ◽  
Diversity Management ◽  
Women In Leadership ◽  
Gender Inequalities ◽  
Corporate Leadership ◽  
Leadership Positions ◽  
Policy Makers ◽  
The Social ◽  
Research Goal ◽  
Las Mujeres

Resumen. La persistencia de una brecha de género en los puestos de liderazgo empresarial supone un importante reto socioeconómico, ya que las desigualdades de género en el mercado laboral en general, y en los altos puestos de decisión en particular, no solo sofocan el desarrollo social sino que perjudican el crecimiento económico. Aunque la literatura existente ha ayudado a colocar el problema del reducido número de mujeres líderes en las agendas profesionales y políticas, el conocimiento sobre el tema todavía se encuentra fragmentado y no aborda sistemáticamente las posibles causas de esta en los altos niveles jerárquicos empresariales. Además, los estudios que analizan los instrumentos para promocionar el liderazgo femenino a menudo asumen barreras particulares para las mujeres y no asocian las distintas causas con instrumentos y políticas diferenciadas para luchar contra cada obstáculo. Por ello, el objetivo de esta investigación es arrojar luz de manera sistemática sobre las razones por las cuales existen trabas que impiden la equidad en estos puestos de una manera sistemática, estudiando políticas específicas para promover la carrera profesional de las mujeres. El trabajo concluye analizando la aceleración del progreso en presencia femenina en los consejos en Europa impulsada por la presión política y reguladora en algunos estados miembros de los 28 países de la UE y ofreciendo una serie de propuestas para apoyar la participación de las mujeres en los órganos de administración de las empresas.Palabras clave: mujeres líderes, igualdad, discriminación, gestión de la diversidad, mujeres en consejos.Abstract. The persistence of a gender gap in corporate leadership positions is a major socio-economic challenge, as gender inequalities in the labor market in general, and in high decision-making positions in particular, not only suffocate the social development but hurts economic growth. Although previous research has helped to place the issue of the small number of women in leadership on the agenda for both practitioners and policy makers, knowledge is still fragmented without systematically addressing possible causes of inequality in the highest corporate positions. In addition, the studies examining instruments to promote women’s leadership often assume particular barriers that women face and do not link the different causes of inequality with nuanced policy tools and policies to fight them. Therefore, this research goal is to shed light on the reasons why barriers preventing gender equality at the top corporate levels exists, studying and proposing specific policy measures to promote women careers. The paper concludes analyzing the accelerated progress on women representation on corporate leadership positions driven by political and regulatory pressure in a few Member States of the 28 EU countries and offering a series of suggestions to progress women presence on corporate boards.Keywords: women in leadership, equality, discrimination, diversity management, womenon boards.

Working role of women in a pandemic world: a poetic inquiry

2022 ◽  
Vol ahead-of-print (ahead-of-print) ◽  
Author(s):  
Davide de Gennaro ◽  
Francesca Loia ◽  
Gabriella Piscopo
Keyword(s):  
Gender Gap ◽  
Working Women ◽  
Diversity Management ◽  
Gender Inequalities ◽  
Remote Work ◽  
Content Type ◽  
Poetic Inquiry ◽  
Women’S Perceptions ◽  
Practical Implications

Purpose The sudden outbreak of the COVID-19 pandemic has affected millions of people globally, and it has exacerbated the existing gender inequalities that have affected women. The purpose of this study is to understand the perceptions of women concerning gender inequality in the workplace during the current pandemic. The goal is to give women a voice so they can explain their feelings regarding the problems they face in a pandemic world. Design/methodology/approach In this study, four poetic inquiries were developed to investigate how the lives of working women were changed during the pandemic in Italy. Poetic methodology is a creative and aesthetic representation of qualitative research that is capable of reporting data with more fluidity and freedom. Findings The results suggest that the gender gap is increasing and is embodied in a series of relational and economic problems related to remote work, in difficulty in reconciling private and work life and in a series of new telematic violence against women. Practical implications This study offers practical implications for policymakers by suggesting the application of diversity management initiatives to remove barriers to gender equality. Originality/value This study, through a poetic approach, is the first to investigate women's perceptions during the pandemic related to difficulties experienced in the work sphere.

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.

Interim Management Strategy as a Way of Empowering Women Leadership

2020 ◽  
pp. 328-345
Author(s):  
Nermin Kişi
Keyword(s):  
Decision Making ◽  
Gender Gap ◽  
Management Strategies ◽  
Women In Leadership ◽  
Leadership Roles ◽  
Leadership Positions ◽  
Women Leadership ◽  
Representation Of Women ◽  
Interim Management ◽  
Decision Making Processes

Although major steps have been taken to increase inclusive representation of women in the workforce, there is a significant gender gap in achieving leadership roles in both developed and developing regions. In particular, many women around the world face serious challenges that prevent them from moving to leadership positions. Women's empowerment approaches are needed in order to have equal access to resources, to participate in decision-making processes, and to support career advancement. Within this context, interim management strategies can be considered as one of the empowering opportunities for women leadership. The purpose of this chapter is to explore the role of interim management on women leaders' empowerment. This is the first attempt that evaluates the notion of interim management as part of empowerment of women's leadership. It is expected to add value to literature on women in leadership positions and corporate decision-making.

Interim Management Strategy as a Way of Empowering Women Leadership

2021 ◽  
pp. 640-657
Author(s):  
Nermin Kişi
Keyword(s):  
Decision Making ◽  
Gender Gap ◽  
Management Strategies ◽  
Women In Leadership ◽  
Leadership Roles ◽  
Leadership Positions ◽  
Women Leadership ◽  
Representation Of Women ◽  
Interim Management ◽  
Decision Making Processes

Although major steps have been taken to increase inclusive representation of women in the workforce, there is a significant gender gap in achieving leadership roles in both developed and developing regions. In particular, many women around the world face serious challenges that prevent them from moving to leadership positions. Women's empowerment approaches are needed in order to have equal access to resources, to participate in decision-making processes, and to support career advancement. Within this context, interim management strategies can be considered as one of the empowering opportunities for women leadership. The purpose of this chapter is to explore the role of interim management on women leaders' empowerment. This is the first attempt that evaluates the notion of interim management as part of empowerment of women's leadership. It is expected to add value to literature on women in leadership positions and corporate decision-making.

scholarly journals Factors Influencing Women’s Decision to Study Computer Science: Is It Context Dependent?

10.28945/4296 ◽  
2019 ◽  
Vol 16 ◽  
pp. 127-141
Author(s):  
Sarah Genut ◽  
Bnaya Ori ◽  
Yifat Ben-David Kolikant
Keyword(s):  
Developing Countries ◽  
Computer Science ◽  
Gender Gap ◽  
The West ◽  
Women's Participation ◽  
The Social ◽  
Research Goal ◽  
Underrepresentation Of Women ◽  
Group Interviews ◽  
Future Work

Aim/Purpose: Our research goal was to examine the factors that motivate women to enroll in Computer Science (CS) courses in order to better understand the small number of women in the field of CS. Background: This work is in line with the growing interest in better understanding the problem of the underrepresentation of women in the field of CS. Methodology: We focused on a college that differs in its high numbers of female CS students. The student population there consists mostly of religious Jews; some of them are Haredi, who, because of their unique lifestyle, are expected to be the breadwinners in their family. Following group interviews with 18 students, a questionnaire was administered to all the female students and 449 of them responded. We analyzed it statistically. We compared the responses of the Haredi and non-Haredi students. Contribution: The main contribution of this work lies in the idea that studying the factors underlying women’s presence in a CS program in unique communities and cultures, where women are equally represented in the field, might shed light on the nature of this phenomenon, especially whether it is universal or confined to the surrounding culture. Findings: There were significant differences between the Haredi and non-Haredi women regarding the importance they attributed to different factors. Haredi women resemble, regarding some social and economic variables, women in developing countries, but differ in others. The non-Haredi women are more akin to Western women, yet they did not completely overlap. Both groups value their family and career as the most important factors in their lives. These factors unify women in the West and in developing countries, though with different outcomes. In the West, it deters women from studying CS, whereas in Israel and in Malaysia, other factors can overcome this barrier. Both groups attributed low importance to the masculine image of CS, found important in the West. Hence, our findings support the hypothesis that women’s participation in the field of CS is culturally dependent. Recommendations for Practitioners: It is important to learn about the culture within which women operate in order to attract more women to CS. Recommendations for Researchers: Future work is required to examine other loci where women are underrepre-sented in CS, as well as how the insights obtained in this study can be utilized to decrease women’s underrepresentation in other loci. Impact on Society: Women's underrepresentation in CS is an important topic for both economic and social justice reasons. It raises questions regarding fairness and equality. In the CS field the gender pay gaps are smaller than in other professional areas. Thus, resolving the underrepresentation of women in CS will serve as a means to decrease the social gender gap in other areas.

Gender gap and labour market participation

2014 ◽  
Vol 35 (3) ◽  
pp. 345-367 ◽  
Author(s):  
Rosalia Castellano ◽  
Antonella Rocca
Keyword(s):  
Labour Market ◽  
Gender Gap ◽  
Ad Hoc ◽  
Composite Indicator ◽  
European Countries ◽  
Gender Inequalities ◽  
Gender Gaps ◽  
Policy Makers ◽  
Content Type ◽  
Aggregation Techniques

Purpose – The measurement and comparison across countries of female conditions in labour market and gender gap in employment is a very complex task, given both its multidimensional nature and the different scenarios in terms of economic, social and cultural characteristics. The paper aims to discuss these issues. Design/methodology/approach – At this aim, different information about presence and engagement of women in labour market, gender pay gap, segregation, discrimination and human capital characteristics was combined and a ranking of 26 European countries is proposed through the composite indicator methodology. It satisfies the need to benchmark national gender gaps, grouping together economic, political and educational dimensions. Findings – The results show that female conditions in labour market are the best in Scandinavian countries and Ireland while many Eastern and Southern European countries result at the bottom of classification. Research limitations/implications – In order to take into account the subjectivity of some choices in composite indicator construction and to test robustness of results, different aggregation techniques were applied. Practical implications – The authors hope that this new index will stimulate the release of a sort of best practices useful to close labour market gaps, starting from best countries’ scenarios, and the launching of pilot gender parity task forces, as it happened with the Global Gender Gap Index in some countries. Finally, relating gender gap indexes with country policies frameworks for gender inequalities and the connected policy outcomes, it is possible to evaluate their effectiveness and to identify the most adequate initiatives to undertake because policies reducing gender gaps can significantly improve economic growth and standard of living. Social implications – The analysis gives a contribution in the evaluation of the policies and regulations effectiveness at national level considering the existing welfare regimes and the associated gaps in labour market. It can help policy makers to understand the ramifications of gaps between women and men. The Gender Gap Labour Market Index is constrained by the need for international comparability, but limiting its analysis to European countries; it has been based on ad hoc indicators concerning developed economies and could be readily adapted for use at the national and local levels. Originality/value – In this paper the authors propose a new composite indicator index specifically focused on gender gap in labour market. Several papers analysed gender differences in wages, employment or segregation, but few of them consider them together, allowing to get a satisfactory informative picture on gender inequalities in labour market and studying in deep its multiple aspects, including discrimination indicators ad hoc calculated, giving to policy makers an useful tool to evaluate female employees conditions and put them in relation with the different input factors existing within each country.

scholarly journals Factors Influencing Women’s Decision to Study Computer Science: Is It Context Dependent?

10.28945/4281 ◽  
2019 ◽  
Keyword(s):  
Developing Countries ◽  
Computer Science ◽  
Gender Gap ◽  
The West ◽  
Women's Participation ◽  
The Social ◽  
Research Goal ◽  
Underrepresentation Of Women ◽  
Group Interviews ◽  
Future Work

[This Proceedings paper was revised and published in the 2019 issue of the journal Issues in Informing Science and Information Technology, Volume 16] Aim/Purpose: Our research goal was to examine the factors that motivate women to enroll in Computer Science (CS) courses in order to better understand the small number of women in the field of CS. Background: This work is in line with the growing interest in better understanding the problem of the underrepresentation of women in the field of CS. Methodology: We focused on a college that differs in its high numbers of female CS students. The student population there consists mostly of religious Jews; some of them are Haredi, who, because of their unique lifestyle, are expected to be the breadwinners in their family. Following group interviews with 18 students, a questionnaire was administered to all the female students and 449 of them responded. We analyzed it statistically. We compared the responses of the Haredi and non-Haredi students. Contribution: The main contribution of this work lies in the idea that studying the factors underlying women’s presence in a CS program in unique communities and cultures, where women are equally represented in the field, might shed light on the nature of this phenomenon, especially whether it is universal or confined to the surrounding culture. Findings: There were significant differences between the Haredi and non-Haredi women regarding the importance they attributed to different factors. Haredi women resemble, regarding some social and economic variables, women in developing countries, but differ in others. The non-Haredi women are more akin to Western women, yet they did not completely overlap. Both groups value their family and career as the most important factors in their lives. These factors unify women in the West and in developing countries, though with different outcomes. In the West, it deters women from studying CS, whereas in Israel and in Malaysia, other factors can overcome this barrier. Both groups attributed low importance to the masculine image of CS, found important in the West. Hence, our findings support the hypothesis that women’s participation in the field of CS is culturally dependent. Recommendations for Practitioners: It is important to learn about the culture within which women operate in order to attract more women to CS. Recommendations for Researchers: Future work is required to examine other loci where women are underrepre-sented in CS, as well as how the insights obtained in this study can be utilized to decrease women’s underrepresentation in other loci. Impact on Society: Women's underrepresentation in CS is an important topic for both economic and social justice reasons. It raises questions regarding fairness and equality. In the CS field the gender pay gaps are smaller than in other professional areas. Thus, resolving the underrepresentation of women in CS will serve as a means to decrease the social gender gap in other areas.

scholarly journals Gender issues from the perspective of health-care professionals in Neuro-oncology: an EANO and EORTC Brain Tumor Group survey

2020 ◽  
Vol 7 (2) ◽  
pp. 249-259
Author(s):  
Emilie Le Rhun ◽  
Michael Weller ◽  
Simone P Niclou ◽  
Susan Short ◽  
Karin Piil ◽  
...  
Keyword(s):  
Brain Tumor ◽  
Health Care Professionals ◽  
Women In Leadership ◽  
Gender Inequalities ◽  
Full Time ◽  
Leadership Positions ◽  
Faculty Position ◽  
Self Confidence ◽  
Tumor Group ◽  
Underrepresentation Of Women

Abstract Background Women represent an increasing proportion of the overall workforce in medicine but are underrepresented in leadership roles. Methods To explore gender inequalities and challenges in career opportunities, a web-based survey was conducted among the membership of the European Association of Neuro-Oncology and the Brain Tumor Group of the European Organisation for Research and Treatment of Cancer. Results A total of 228 colleagues responded to the survey: 129 women (median age 45 years; range, 25-66 years) and 99 men (median age 48 years; range, 24-81 years); 153 participants (67%) were married and 157 participants (69%) had at least 1 child. Women less often declared being married (60% vs 77%, P = .007) or having a child (63% vs 77%, P = .024). Men more frequently had a full-time position (88% vs 75%, P = .036). Women and men both perceived an underrepresentation of women in leadership positions. Half of participants agreed that the most important challenges for women are leading a team and obtaining a faculty position. Fewer women than men would accept such a position (42% vs 56%). The main reasons were limited time for career and an inappropriate work and life balance. Women specifically cited negative discrimination, limited opportunities, and lack of self-confidence. Discrimination of women at work was perceived by 64% of women vs 47% of men (P = .003). Conclusion Women are perceived as experiencing more difficulties in acquiring a leadership position. Personal preferences may account for an underrepresentation of women in leadership positions, but perceived gender inequalities extend beyond disparities of access to leadership.

Women and Leadership

2017 ◽  
pp. 538-560 ◽  
Author(s):  
Amalia R. Miller
Keyword(s):  
Women In Leadership ◽  
Current Status ◽  
Gender Quotas ◽  
Corporate Boards ◽  
Female Representation ◽  
Female Leaders ◽  
Corporate Leadership ◽  
Leadership Positions ◽  
Women And Leadership ◽  
Policy Interventions

Despite decades of progress relative to men in work and schooling, women remain severely underrepresented among top corporate and political leaders. This chapter discusses the current status and recent progress of women in leadership positions, with a focus on the realm of corporate leadership. The effects of different public policy interventions aimed at increasing female representation are assessed, and particular attention is paid to gender quotas for corporate boards and to the question of spillover benefits from female leaders to other women. The effects of gender quotas in politics are also discussed and compared with those of gender board quotas.

scholarly journals Er skortur á framboði eða er engin eftirspurn eftir konum í æðstu stjórnunarstöður?

2019 ◽  
Vol 15 (2) ◽  
pp. 205-228 ◽  
Author(s):  
Ásta Dís Óladóttir ◽  
Gylfi Dalmann Aðalsteinsson ◽  
Þóra H. Christiansen
Keyword(s):  
Women Leaders ◽  
Gender Gap ◽  
Stock Exchange ◽  
Women In Leadership ◽  
Small Enterprises ◽  
Gender Quotas ◽  
Corporate Boards ◽  
Leadership Positions ◽  
The World ◽  
World Economic

According to the World Economic Forum Global Gender Gap Report 2018 it will take more than 100 years to reach full gender equality in the world. Iceland has made the greatest progress towards closing the gender gap, or 85%. Yet no woman is CEO in any of the companies listed on the Icelandic stock exchange in 2019 and very few women sit on corporate boards. Women are more likely to be CEOs of small enterprises, with 1-10 employees, and in the case of larger enterprises, with 50 or more employees, women hold only 13% of the CEO positions. The study aims to explore the views of women in leadership positions regarding why no woman is CEO of a publicly traded company in Iceland and what actions are feasible to increase the number of women in top positions in Iceland. Women’s board membership and leadership positions in Icelandic companies are currently receiving a lot of attention and companies are encouraged to improve the gender ratio on boards and in the C-suite. The number of women on the boards and chairing the boards of listed companies is decreasing. To gain a clearer understanding of the situation, a survey was conducted among women leaders in Icelandic business. Responses from 186 women revealed that they feel that action must be taken, even legislative, such as enforcing gender quotas for executive positions, that organizational cultures and attitudes must change, that women need more opportunities and that men need to take more responsibility for family and child care.

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