Women in Leadership

7.2 Discussion: Women in Leadership

Women in Leadership

The underrepresentation of women in leadership positions can be attributed to intersectionality which has blocked many women from protection against discrimination in the workplace (Nelson, & Piatak, 2021). Companies lack the readiness to hire women in leadership posts. Further, lack of toughness in women, as well as inexperience are often cited as the other primary reasons why women are underrepresented in top leadership positions (Northouse, 2021).

Societies have stereotypes about the roles of men and women where leadership is thought of as masculine and is viewed unfavorably when displayed by women. Other reasons include men’s prejudices, fewer connections for opportunities and inability to find mentors and sponsors to guide their career progression to the top. Balancing work and family provide challenges for women seeking leadership positions.

To reduce inequality in the workplace, it is crucial for leaders to assist women employees feel included by fostering belongingness. Leaders should ensure that justice, equity, diversity, and inclusion (JEDI) within their organizations to allow for more women leaders. They should discourage and interrupt sexist and racist conversations in the workplace to encourage and create more equitable organizations for everyone. Workplace flexibility policies would help all workers find appropriate work-life balance (Northouse, 2021).

It is important to integrate intersectionality in conversations to interrogate practices, values, and norms that reinforce gender inequality for women of color. Reducing inequality would involve fixing the structures rather than the women. An intersectional perspective for fixing structures would entail having individual leaders examine their own biases, prioritizing an equitable workplace, and supporting internal growth opportunities for women (Nelson, & Piatak, 2021).

Conclusion

Women are underrepresented in leadership positions with women of color being the most affected. This can be attributed to society’s beliefs regarding the roles of men and women, lack of facilities and networks for women, men’s prejudices, and companies’ lack of readiness to promote women to leadership positions. To reduce inequality, leaders should foster inclusivity and belongingness in the workplace.

References

Nelson, A., & Piatak, J. (2021). Intersectionality, leadership, and inclusion: How do racially underrepresented women fare in the federal government? Review of Public Personnel Administration, 41(2), 294-318.

Northouse, P. G. (2021). Leadership: Theory and practice (9th ed.). Sage Publications.