...1 RACE, GENDER, & LEADERSHIP Race, Gender, & Leadership: What Impact Does Race and Gender have on Leadership Advancement for Women and Women of Color? Dawn MJ Hyman University of Baltimore 2 RACE, GENDER, & LEADERSHIP Introduction Race and gender disparities in public leadership still plague the workplace despite the continued growth of a more diverse demographic landscape. For women and women of color, this presents a unique challenge in their aspirations for leadership positions as well as how they are perceived and behave as leaders. We will examine leadership through the context of race and gender, discuss biases, perceptions and stereotypes, compare and contrast leadership experiences between women and women of color, review leadership behavior with regards to agency, and then complete the discussion with a summary and conclusion. 3 RACE, GENDER, & LEADERSHIP Race, Gender, & Leadership: What Impact Does Race and Gender have on Leadership Advancement for Women and Women of Color? Depending on the definer, leadership has taken on a host of various definitions – with most depicting the use of power, authority, and influence to promote the actions of others for goal achievement (Yukl, 2009). Early on, while studies have been conducted on men and leadership, women – particularly women of color – were excluded completely from this research until the 1970’s and 1980’s (Chemers, 1997). It’s critical to address the current scarcity of leaders...
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...that Contributes to the Advancement of Women in Government? April 23, 2015 Jessica Butherus, Amber Chaudhry, LeBrit Nickerson, Caty Rogers & Marcia Straut I. Introduction The 1993 Family and Medical Leave Act (FMLA) was a vital step toward improving workers’ access to leave, in order to help care for new children or ill family members. Unfortunately, the law does not require employees to be paid and does not cover organizations with less than 50 workers. Therefore, many workers still do not have access to leave, and those that do often find it financially difficult to take advantage of the benefits (Gault, Hartmann, Hegewisch, Millie, and Reichlin, p.4). With no legal requirements, only 11% of employees working in the private sector and only 16% of government employees have access to paid leave (Rosen). Discussion of paid parental leave has recently made it back in the spotlight. This January, President Barack Obama signed a presidential memorandum directing agencies to allow federal employees to take up to six weeks of advanced sick leave to care for a new child or ill family member (Mufson and Eilperin). City governments, including Boston and Seattle, recently announced paid parental leave policies of their own (O’Brien, Capitol Hills Time Staff). As aspiring female leaders in the federal government, we chose to explore: Does a Paid Parental Leave Policy Create an Organizational Culture that Contributes to the Advancement of Women in Government? Research...
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...number of African American women are succeeding on the long road to career advancement and leadership positions. Nevertheless, racism and sexism still hinder their efforts for career advancement and leadership positions. Black women are facing an intense combination of discrimination in American institutions. Because we live in a white male-dominated society, it is easy to underestimate African American women’s leadership potential and abilities. African American women are looked at as inferior beings, rather than as equals capable of accomplishing any and everything a man can. The purpose of this research will be to investigate how education influences career advancement and leadership positions of African American...
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...The Glass Ceiling Effect: Women’s Career Advancement in Puerto Rico Ángela Ramos Pérez May 7, 2008 2 Index Chapter One .....................................................................................................................................3 Introduction..................................................................................................................................3 Purpose for the Study...............................................................................................................3 Limitation ................................................................................................................................6 Chapter Two ....................................................................................................................................7 Literature Review ........................................................................................................................7 Introduction..............................................................................................................................7 Glass Ceiling............................................................................................................................8 Career Advancement .............................................................................................................12 Gender Based Gap ...........................................................................................................
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...Iranian Journal of Management Studies (IJMS) Vol.6, No.1, January 2013 pp: 77-97 Glass Ceiling and Women Career Advancement: Evidence from Nigerian Construction Industry Obamiro John Kolade1*, Obasan Kehinde2 1. Department of Business Studies,Covenant University, Ota,Ogun State, Nigeria 2. Department of Business Administration,Olabisi Onabanjo University, Ago-Iwoye Ogun State, Nigeria (Received: 9 December 2011; Revised: 19 February 2012; Accepted: 26 February 2012) Abstract Despite the fact that women possess the required knowledge, skills, competencies, training and experiences to perform effectively and efficiently in construction industry, they experience entry and career advancement barriers. This research examines the effects of glass ceiling syndrome on women career advancement in construction industry. Data were obtained through structured questionnaire distributed to workers of selected construction companies. The findings reveal that some of the barriers mentioned in the literature against women career advancement in construction are prevalent in Nigeria, except the existence of equality in respect of male and female in terms of employment and career development opportunity. Also, low women participation in Nigerian construction industry begins in choosing course, education and continues throughout recruitment process. The aim is to encourage women's participation in construction industry and employers to tackle the industry‟s environmental issues by introducing flexible...
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...the issue. However, with institutional discrimination, because it is pervasive and ongoing within business and organizations deciding who deserves rewards. It is difficult to see this in everyday interactions, but that is because it is tied into the way everything is done within the organization. An example the book gives is a performance evaluation for advancement. This is very common in business. I experience a job evaluation for all of my raises or attempts of advancement at walmart. However, because I am a young woman I never had enough “experience” to get past the “job evaluation” part of advancement. Every time they always chose a male that had less education than I did so I do not feel the evaluation was of any purpose except to hold individuals back from higher positions. I find it very interesting that lookism is being addressed by the ADA in any way. It does seem that it would very hard to prove that you are unattractive and that it causes impairment. The authors’ suggest the looking glass as a more appropriate metaphor because it recognizes the complicated nature and obvious hidden barriers to advancement in organizations such as stereotypes, attractiveness, or choices. I think that this relates to what I said about my experience trying to advance in walmart. There are systems in place to make things look fair, but you have to use a looking glass to see what is actually in place with these systems such as job evaluations that are set up in a way to make undesirable...
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...Abstract: The main purpose of this project is to find out the opportunity and obstacles that women in senior management position have to face. Therefore some variables need to be interpreted to make the understanding more clear about workplace discrimination faced by women. In our survey we have used discrimination, family and child, company environmental factors, mentors, culture, recognition and career advancement as our variables. Introduction With the modern work environment emphasizing feminine relationship-building skills to the exclusion of masculine competitive instincts, the idea that women make better leaders than men is gaining ground. But many women in conjugal life do not feel comfortable to play dual role in family and children and career. Women have to face critical problem during cooperation with male workers. Developing field of the "psychology of work satisfaction” is a key determinant of effective career planning for organizations, and both for man and woman. Efficiency of women to succeed professionally has been acknowledged all over the world. Nevertheless gender discrimination in the workplace did exist and still continues in one form or the other. With better educational opportunities more and more women are opting for financial independence by working towards a stable career. Today almost every field that was earlier touted as being men only has been pervaded by women. If a woman qualifies on the basis of all the requirements of a profession, then there...
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...strict, while women are considered more nurturing and caring. Being a tough or very strict leader in the workplace is accepted more by society. While a women’s leadership style, if not identical to her male counterpart, may be viewed as ineffective and soft. In some organizations the “good old boy” network is still widespread so women and minorities do not get the opportunity to advance even if they are more qualified than their competition. Unfortunately, this barrier that hinders advancement is sometimes imposed on women by their own doing. Meaning, some women choose not to work as hard as their male counterparts because they choose their families over their career. For that reason they may not work the long hours, volunteer as much, or take on extra work loads as men often do to climb the corporate ladder. There is a website that discusses an interview with Lillian Vernon, of Lillian Vernon Corporation, and it quotes her saying “many people who dream about their own businesses and don’t have one, are not prepared to work that hard—to think about their job while they’re getting dressed, showering, waiting for somebody— to think of every minute as an opportunity (Martynemko.com)”. Another woman by the name of Theresa Metty, senior VP at Motorola agreed, “Successful people don’t see after-hour ‘demands’ as demands, but as opportunities (Martynemko.com)”. Additionally, success in the workplace is sometimes measured differently when it comes to men and women. The Federal...
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...their role or decrease their role to meet their bottom line requirements. The companies HRM practices will ultimately determine the effectiveness of subsequent competitive success, strategy development and potential implementation. The HRM practices ensure the development of the employees business needs whether it is skills and abilities to the total contribution these needed functions provide to the success of the companies business goals (Regheimer, 2012). 2. Discuss how hiring more women and promoting them could improve the competitive advantage of this company. The strategic competitive advantage of hiring more women and promoting them provides a better diverse workforce that provides different ideas from the other sex point of view. Most women provide views that men don’t present. These new ideas present a distinct competitive advantage over another Korean company who does not possess a female present. Promoting women helps break the barrier that exists in the Korean culture. These women provide needed knowledge and show they know the business, can influence the culture and make a positive change happen within the organization and help effectively help measure the terms of business competitiveness (Stewart & Brown, 2011)....
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...equality between man and woman. Rural Development and Co-operatives Division is working intensively to eliminate poverty and to foster inclusive growth. This Division is also working to empower women economically and socially through women’s education, increasing funds, providing micro-credits and providing employment to women in business. Thus, women’s participation in economic growth is increasing every year and this is a prerequisite for sustainable development 1.2 Co-operatives are worldwide popular tools for poverty alleviation. To improve the status of poor people living in the rural areas, the Government of Bangladesh had setup the Rural Development and Cooperatives Division (RDCD) under the Ministry of Local Government, Rural Development and Cooperatives. RDCD expands rural development through related applied research with multi-purpose actions with poverty alleviation at the core. RDCD also provides opportunities for self-employment of rural people and human resource development. Poverty alleviation is one of the top priorities for the government and women’s development is a n integral part of it. For this reason, RDCD has undertaken specific projects / programs that give priority to the development of rural women. About 65 percent of beneficiaries are women in the RDCD implemented projects/programs. 1.3 RDCD is providing support for the formulation of rural development policy, co-operative laws, rules and policies in many ways. Some of these...
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...controls the way society evolves. The way women are portrayed in media today is not helping their advancement. Media, specifically advertising, photoshops women and bends the reality of their real appearance, causing girls to form self-esteem issues. When women and young girls are shopping they see models in photos or advertisements that have “perfect bodies,” and aspire to look like them because...
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...Joshua Potter In today’s society, gender socialization and stereotypes have a huge influence on the types of jobs women and men have. The influence of gender stratification and stereotypes can been seen in the types of professions women and men are entering into and also the characteristics of these jobs. While the movement of women into the workforce has been impressive, they are still positioned primarily in “pink collar” positions in the clerical or service fields. Pink-collar jobs have been seen as being reserved for women because most of these types of jobs are not exposed to dangers, are in a clean environment, and don’t require physical work. An example of a female dominant profession is being a secretary or a receptionist. The reason many women go into this type of field is because it is easy an convenient and because on a practical level, this type of profession gives them flexibility in their schedules in order to take care f their children and other obligations that have. This type of job is also part time and is usually consists of low stress work. Usually this type of job does not require any training and there is really no chance of advancement. In order to become a secretary or a receptionist, the minimum degree someone must obtain is a high school diploma, but depending on the employer higher education, such as a bachelor’s degree, may be required. The degree field required for this position is a certificate in administrative/clerical studies or...
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...received the promotion was a male Alex, with less experience at the job, but better upper management evaluations. Maria argued her poor evaluations were biased from her white, male supervisors. Maria was noted for being a good employee, but is loud and aggressive in her approach to work with others in the company. I feel Maria was treated unfairly for being promoted. Both women and people in the minority struggle when looking at how both are treated in the workplace. Women are facing problems of equality in job advancements and having equal pay. Minorities are underrepresented, and are struggling to find work. This paper will look at the issue of males versus females in the workplace, and the majority versus the minority in the workplace. Many people believe there is not discrimination or hardships that women or the minority face when working. People are under the impression that we have come a long way and have overcome treating individuals unequally. The truth is we have come a long way and made an enormous amount of progress, but there is work that needs to be done when looking specifically at women and minorities in the workplace. The struggles...
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...the working women in your life. Out of all the women involved, can you think of one, maybe two who are in executive positions in their current jobs? What holds this minority back from managerial positions? Assimilating leadership can be challenging when you must establish in an environment that continuously debates when and how it is for...
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...Executive Summary Men and women are entering the labor force in equal numbers but the majority of top management positions still belong to men. More women than ever are entering the labor force but the majority of top management positions in almost all countries are primarily held by men. Female managers tend to be concentrated in lower management positions and hold less authority than men. This suggests that something beyond just sex differences in career patterns must be at work to account for the huge difference in the number of men versus women in top management positions. Although women as a whole may place less emphasis on career success than men, there are a considerable amount of women who strive for top management positions and are unable to attain them. In a recent study almost three-fourths of women and two-thirds of men believe that an invisible barrier (a glass ceiling) prevents women from attaining top management positions. In this report we have tried to find out the barriers causing women advancement in organizational top levels referred to as “Glass Ceiling.” We have conducted our research among some of the top level organizations which are United International University (UIU), MERCANTILE BANK Limited (MBL), Islamic Bank Limited (IBL), and Mutual Trust Bank Limited (MTBL). Without their support we couldn’t have completed this report. Here we have conducted research about some of the factors which correspondents have identified as the major factors. The...
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