Women in Leadership

2019 ◽  
pp. 277-297
Author(s):  
Kerri Erin Zappala-Piemme
Keyword(s):  
Best Practice ◽  
Women In Leadership ◽  
Leadership Positions ◽  
Collective Wisdom ◽  
Shared Experiences ◽  
Effective Leader ◽  
Males And Females ◽  
Gender Inequities ◽  
Changing Practices ◽  
Shed Light

Through observation, research, shared experiences, and collective wisdom gained from failure and success, this chapter explores best practice to help leaders navigate the challenges and demands that they encounter in their careers. The topics explored in this chapter are critical for males and females alike because they provide specific examples of best practice and research on how to become an effective leader. Yet they are especially relevant for women in leadership positions because data and scenarios are shared that shed light on the gender inequities that still exist in leadership today. Understanding the unique dynamics that women face and changing practices and approaches to address these issues are necessary. Each topic assists leaders in positioning themselves so they are optimizing their potential for success.

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 While the earlier notion of the ideal woman as homemaker has been replaced by one which idealizes women of substance, a woman’s role in the family continues to be pivotal and is even viewed as central in defining Indian culture.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.

scholarly journals Women at the top leadership positions. Obstacles, possibilities and the chimera of segregation

2018 ◽  
Vol 5 (1) ◽  
pp. 74-84 ◽  
Author(s):  
Izolda Takacs
Keyword(s):  
Career Paths ◽  
Women In Leadership ◽  
Leadership Position ◽  
Leadership Positions ◽  
Organizational Hierarchy ◽  
Workplace Organization ◽  
Binary Oppositions

The paper takes into account the general characteristics of workplace organization, the organizational atmosphere relevant to gender and prejudices based on binary oppositions identified by women in leadership positions, which still limit their opportunities and choices. Career paths of women are at the focus of the study, especially in academia and science, including the difficulties faced by women when they move up in the organizational hierarchy, if they pursue career in science and if they aim for the leadership position

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.

Gendered Funding: United Way Board Composition and the Funding of Women- and Girl-Serving Organizations

2021 ◽  
pp. 089976402110574
Author(s):  
Lauren Dula
Keyword(s):  
Time Series Data ◽  
Critical Mass ◽  
Interrupted Time Series ◽  
The United States ◽  
Women In Leadership ◽  
Representative Bureaucracy ◽  
Series Data ◽  
Leadership Positions ◽  
United Way ◽  
Bureaucracy Theory

Representative bureaucracy theory posits that the passive representation of women in leadership positions will lead to active representation of the concerns of women in general. This article attempts to identify whether this theory plays out on boards of nonprofit funding organizations, specifically United Ways across the United States. Using random effects modeling of interrupted time series data covering 15 years, the findings suggest a small yet significant nonlinear effect of women in leadership positions on boards upon the size of funding for women- and girl-serving organizations. This partially supports representative bureaucracy theory, but raises questions as to why there is a negative representational effect past a certain “critical mass” of women.

Spytihněv I (CE 875–915), Duke of Bohemia

2017 ◽  
Author(s):  
Marshall Joseph Becker
Keyword(s):  
Physical Activity ◽  
Life History ◽  
Individual Variation ◽  
Growth Process ◽  
Social Rank ◽  
Early States ◽  
First Millennium ◽  
Males And Females ◽  
Skeletal Robusticity ◽  
Shed Light

Becker applies a life history (or osteobiographic) approach in the study of the remains of individuals who have been identified as Prince Spytihn?v, Duke of Bohemia, and his wife. Specifically, Becker seeks to learn how the confluence of diet and royal social status in the 9th century A.D. early Czech state affected these two elite people’s growth process and physical activity. This contextually rich work tests the notion that terminal adult stature and skeletal robusticity may have embodied lives of privilege. The data reveal that while Spytihn?v and his wife were notably more robust than people of the lower social rank, their stature falls within the range of all other males and females from this population. Stature variation may not always hold a one-to-one correlation with social rank, especially considering individual variation and the biocultural vagaries of the early Czech state. The bioarchaeology of such “emergent elites” helps shed light on the early states of late first millennium Europe.

The Next Generation of Leaders

2015 ◽  
pp. 16-42 ◽  
Author(s):  
Ben Tran
Keyword(s):  
Corporate Culture ◽  
Hospitality Industry ◽  
Business Environment ◽  
Women In Leadership ◽  
Hotel Management ◽  
Female Leaders ◽  
Leadership Positions ◽  
Female Executives ◽  
Global Business ◽  
Male And Female

The low number of female (expatriate) leaders in today's hotel management industry within the global business environment is a concern to most scholars writing on female executives. Most studies focus on the difficulties women face, while a minority of them examine the sources of their success. For academicians, it has been proven time and time again that differences between male and female do not warrant the fact that there are less women in leadership positions in the hotel and hospitality industry due to the claim that men are more qualified than women. For practitioners, however, many organizations have managed to demonstrate to the contrary of academicians, through the practice and maintenance of its corporate culture. The purpose of this chapter is to address two sets of stereotypes about female leaders in the hotel management industry: 1) the glass ceiling, the glass cliff, the glass border, and the pink collar ghetto or patterns of employment ghettos; and 2) the three persistent myths regarding female leaders in the hotel management industry.

Sign in / Sign up

Export Citation Format

Share Document