Gender and Leadership: The Glass Ceiling, The Glass Cliff, and Gender Stereotypes

2020 ◽  
Keyword(s):  
Glass Ceiling ◽  
Gender Stereotypes ◽  
Gender And Leadership ◽  
Glass Cliff ◽  
And Gender

Understanding Career Barriers of Women Executives

2019 ◽  
pp. 200-217
Author(s):  
Nermin Kişi
Keyword(s):  
Glass Ceiling ◽  
Women Executives ◽  
Career Advancement ◽  
Business Environment ◽  
Women's Leadership ◽  
Career Barriers ◽  
Women's Career Advancement ◽  
Glass Cliff ◽  
And Gender ◽  
Day By Day

Inequalities between women and men continue in global labor markets. Although the inclusion of women as labor force increases day by day, their representation in senior management levels remains insufficient. Women continue to face several barriers preventing them from attaining equal access, participation, and progress in the business environment. Within this chapter, the authors discuss two types of career barriers called “glass ceiling” and “glass cliff,” which women encounter frequently in their work life. The purpose of this chapter is to provide a general perspective on barriers of women's career advancement and to examine glass ceiling and glass cliff the in its background, its causes, and its consequences. The chapter also aims to analyze studies which criticize the concept of glass ceiling. The results of the chapter are expected to be a source for researchers in the areas of women's career barriers, women's leadership, and gender inequality.

The Glass Cliff

2017 ◽  
Author(s):  
Clara Kulich ◽  
Michelle K. Ryan
Keyword(s):  
Psychological Distress ◽  
Glass Ceiling ◽  
Gender Stereotypes ◽  
Political Leadership ◽  
Qualitative Studies ◽  
Leadership Positions ◽  
Risk Of Failure ◽  
Glass Cliff ◽  
Do So

A wealth of research has previously shown that gender stereotypes and discrimination keep women from climbing the corporate ladder. However, women who do break through the “glass ceiling” are likely to face new barriers. Research on the glass cliff phenomenon shows that, when women reach positions of power, they tend to do so in circumstances of crisis and instability. A number of archival, experimental, and qualitative studies have demonstrated that women are more likely to rise in the professional hierarchy in difficult, and for these women, potentially harmful, situations. For example, compared to their male peers, women are seen as more desirable for managerial or political leadership positions in times of instability and crises, or following scandals. Such appointments expose women to a higher risk of failure, criticism, and psychological distress, thus a danger of falling off an “invisible” cliff.

Explorations into sex, gender and leadership in the UK Civil Service Part 1. Introduction, background and theoretical considerations

2015 ◽  
Vol 47 (5) ◽  
pp. 244-252 ◽  
Author(s):  
Tony Manning ◽  
Bob Robertson
Keyword(s):  
Sex Differences ◽  
Literature Review ◽  
Glass Ceiling ◽  
Gender Stereotypes ◽  
Civil Service ◽  
Training And Development ◽  
Leadership Theories ◽  
Gender And Leadership ◽  
Content Type ◽  
The Uk

Purpose – This is the first of a three-part paper exploring the intersection between sex, gender and leadership in the UK Civil Service. The purpose of this paper is to introduce research by the authors into differences in the behaviour of men and women managers in the UK Civil Service, differences in 360 degree assessments of these behaviours and variations in the behaviours and assessments in different organisational contexts. This part of the paper sets the scene, and provides a literature review and a series of conjectures, derived from this review. Design/methodology/approach – This part of the paper outlines the training and development activities carried out by the authors and explains the target populations, the context in which managers operated and the part played by psychometric assessments in such activities. It then provides a literature review on the intersection of sex, gender and leadership. This looks at: the glass ceiling; leader preferences; gender stereotypes; gender stereotypes and leaders; attitudes towards women as leaders; leadership theories and gender stereotypes; sex differences in psychological traits; sex differences in leader behaviour and effectiveness. Finally, it presents a series of conjectures, derived from the literature review. Findings – The literature review shows that the playing field that constitutes managerial ranks continues to be tilted in favour of men and behaviours associated with the male stereotype, despite what leadership theories and field evidence would suggest. Research limitations/implications – The research was also a by-product of the authors’ training and development work, not a purpose-built research programme to explain the “glass ceiling”. It relates to the UK Civil Service and may not be relevant in other contexts. Practical implications – Later parts of the paper present prescriptions for minimising the impact of gender stereotypes, along with an evidence-based leadership framework. Training and development implications are presented. Findings are relevant to leaders, would be leaders and human resource professionals, including training and development specialists. Social implications – The vast majority of top leadership positions across the world are held by males rather than females. This prevents women from moving up the corporate ladder. This literature review describes the “glass ceiling” and explores what lies behind it. Originality/value – Research on sex differences in behaviour, gender stereotypes and situational differences in both, in the UK Civil Service, are all original. Of particular importance is the new evidence-based framework of leadership competences.

Understanding Career Barriers of Women Executives

2021 ◽  
pp. 57-74
Author(s):  
Nermin Kişi
Keyword(s):  
Glass Ceiling ◽  
Women Executives ◽  
Career Advancement ◽  
Business Environment ◽  
Women's Leadership ◽  
Career Barriers ◽  
Women's Career Advancement ◽  
Glass Cliff ◽  
And Gender ◽  
Day By Day

Inequalities between women and men continue in global labor markets. Although the inclusion of women as labor force increases day by day, their representation in senior management levels remains insufficient. Women continue to face several barriers preventing them from attaining equal access, participation, and progress in the business environment. Within this chapter, the authors discuss two types of career barriers called “glass ceiling” and “glass cliff,” which women encounter frequently in their work life. The purpose of this chapter is to provide a general perspective on barriers of women's career advancement and to examine glass ceiling and glass cliff the in its background, its causes, and its consequences. The chapter also aims to analyze studies which criticize the concept of glass ceiling. The results of the chapter are expected to be a source for researchers in the areas of women's career barriers, women's leadership, and gender inequality.

An investigation of STEM Interest, Mathematics Beliefs and gender stereotypes among pre-service early childhood educators

2020 ◽  
Author(s):  
Thomas Delahunty ◽  
Máire Ní Ríordáin ◽  
Mark Prendergast
Keyword(s):  
Early Childhood ◽  
Gender Stereotypes ◽  
Self Efficacy ◽  
Gender Stereotype ◽  
Early Childhood Teacher ◽  
Cultural Barriers ◽  
Global Issue ◽  
Underrepresentation Of Women ◽  
And Gender ◽  
Stem Interest

BackgroundThe underrepresentation of women in STEM fields is a pervasive global issue. Despite evidence casting doubt on the preconceived notions that males outperform females in these domains, gender stereotype beliefs persist and have been highlighted as potential cultural barriers limiting females opportunities. Gender stereotype and ability beliefs emerge in early childhood and recent evidence has highlighted early childhood education as a promising period for the cultivation of positive STEM dispositions. AimsThis study investigated gender stereotype beliefs, mathematical self-beliefs and STEM attitudes among a sample of pre-service early childhood teachers to assess the existence of stereotype endorsements and predictive relationships with STEM interests.SampleParticipants were pre-service early childhood teacher (N=74), mean age 21.17 years, 4 males and 70 femalesMethodsElectronic surveys utilising a series of pre-established scales, measuring gender stereotype bias from ability and cultural perspectives, mathematical self-belief variables (self-efficacy, self-concept, anxiety), and interest in STEM, were distributed. ResultsRegression analysis reveal previous level of mathematical study at secondary school, social persuasions as a sources of self-efficacy and gender stereotype endorsements as significant predictors of overall attitude to STEMConclusions Findings suggest the importance of previous school experience and social influences as well as participants’ gender stereotype endorsements in influencing interest in STEM. These data are discussed in light of implications for teachers; future practice and teacher education

Women-Friendly Policies being adopted by Organizations: An Innovative aspect

2016 ◽  
Vol 3 (01) ◽  
Author(s):  
Shlesha Singh ◽  
Mrinalini Pandey
Keyword(s):  
Sexual Harassment ◽  
Glass Ceiling ◽  
Gender Stereotype ◽  
The Other ◽  
Family Responsibilities ◽  
Other Hand ◽  
The Family ◽  
Workplace Barriers ◽  
Women In The Workforce ◽  
And Gender

Organizations are these days realizing the importance of women in the workforce and to tap that talent, organizations are now-a-days putting extra efforts. Workplaces were designed keeping men in mind and which has been intercepting women from continuing the competitive jobs and career along with the family responsibilities. On the other hand, there are various workplace barriers which are adding to the other problems. Women face several barriers at the workplace like sexual harassment, glass ceiling and gender stereotype.

scholarly journals Custody and Care of Children in Spain: Can the Two Rights be Reconciled?

2021 ◽  
Author(s):  
Marcela Jabbaz Churba
Keyword(s):  
Gender Gap ◽  
Gender Stereotypes ◽  
Parental Authority ◽  
Decision Making Process ◽  
Gender Based Violence ◽  
Judicial Process ◽  
Gender Based ◽  
And Gender ◽  
Children’S Voices ◽  
The Impact

AbstractThis study aims to analyse the legal decision-making process in the Community of Valencia (Spain) regarding contentious divorces particularly with respect to parental authority (patria potestas), custody and visiting arrangements for children, and the opinions of mothers and fathers on the impact these judicial measures have had on their lives. It also considers the biases in these decisions produced by privileging the rights of the adults over those of the children. Three particular moments are studied: (1) the situation before the break-up, focusing on the invisible gender gap in care; (2) the judicial process, where we observe the impact of hidden gender-based violence and gender stereotypes; and (3) the situation post-decision, showing how any existing violence continues after divorce, by means of parental authority. The concept of ‘motherhood under threat’ is placed at the centre of these issues, where children’s voices are given the least attention.

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