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Every career comes with its own leadership demands and challenges. However, for women, these hurdles are often amplified by additional barriers that they must navigate and overcome.
For many decades, the global workforce was dominated by men. Despite all of our recent advancements, many consequences of the past still exist.
Nearly half of the workforce worldwide is female.
According to a recent Times of India report, women’s leadership has increased by 14.3% in the previous five years.
Although opportunities for women have grown in the workplace, there’s still a significant gap between male and female employees in management.
Many women still struggle to achieve and keep top leadership positions, and they are subjected to prejudice and forced into entry-level positions.
So, what are the barriers to Women’s Leadership?
The “qualities” of a leader, as well as the path to leadership positions, are still mostly determined by an outdated male model that shuts women out.
1. Unconscious bias
The first significant obstacle that many female leaders encounter is ‘Unconscious bias.’
Since men have held positions of leadership for such a long time, the qualities that are linked with leadership are frequently perceived as masculine and are not positively regarded when displayed by women.
This might range from unconsciously held views about women’s skills to belief in gender stereotypes. Preferences for women who behave, speak, and dress in particular ways can also be a sign of bias.
Unconscious biases about female employees are especially detrimental in management and leadership spheres. According to research, these biases can make it much harder (and take longer) for women to advance to executive roles than for males.
2. Unequal Pay
Unfortunately, pay gaps are still prevalent between men and women in the workplace.
In most companies, there are fewer women in leadership roles than men, but even those in the C-suite frequently earn less than men.
Paying female executives equally isn’t the only way to address this issue, though it should be a goal. It goes beyond numbers and extends into the opportunities females are presented in the workplace.
To combat the gender pay gap, companies need to welcome women at all levels of leadership, including the top of the corporate ladder. Leaders today have a responsibility to push for and maintain diverse pools for promotions and new hires.
Regardless of gender, companies still have an obligation to pay their employees fairly.
3. Sexual or Gender-Based Harassment
Regretfully, this is still a significant problem. Although movements like “#MeToo” and new anti-harassment laws have certainly helped, we’re a long way from totally harassment-free workplaces. Sexual and gender-based harassment persists, even among women in powerful positions.
As more women advance to management and leadership positions, they also face risk of,
- Sexual hostility
- Unwelcome physical actions
- Offensive remarks
- Unwanted sexual attention
According to a recent Economy Times piece, India Inc. has seen a 79% increase in sexual harassment accusations over the previous five years.
It is estimated that up to 85% of all female employees have experienced sexual harassment in their job at least once, and that number is likely higher for women in management and supervisory positions.
To cope with the harassment, many women are forced to change careers, reduce their work hours, or quit their professions. Such behavior may force individuals to pass up important opportunities and further advance their job growth.
If we, as a society, want to combat the challenges women face in the workplace, we must place a strong emphasis on battling harassment.
4. Fewer “connections”
Men continue to outperform women, when it comes to having the networks to find mentors and sponsors to support their growth and to learn about opportunities.
One major obstacle is the lack of sponsors and mentors who can promote women’s growth. The “old-boy network” (also known as old boys’ network, old boys’ club), which helps males advance in their careers, is sometimes inaccessible to women.
In the absence of prominent female leaders, young women would find it difficult to imagine their paths to success.
The journey toward achieving gender equality in leadership is ongoing and requires concerted efforts from individuals, organizations, and society as a whole.
Many women have worked hard to take gender out of the equation, to simply be recognized for their skills and talents. Moreover, the existence of gender bias in organizational policies and practices may suggest that they have no power to determine their own success.
Addressing these issues is not only essential for the advancement of women but also for the overall health and success of organizations.
By fostering inclusive environments, promoting equitable policies, and actively supporting women in leadership roles, we can work towards breaking these barriers.
In addition to empowering women, this will increase diversity in leadership, which will boost organizational performance and decision-making.
In the end, establishing equal opportunities for women in leadership roles is not merely a question of justice but rather, it is a strategic necessity that benefits everyone.
Contact us at +919004521614 or [email protected] to discover how your organization can contribute to breaking the ceiling effect for women.
Authored by Gomathi Sridevi Radhakrishnan, Content Writer Intern