Women in Leadership by

References:

s8123521 — 2024-03-06 23:56:00 UTC

s8123521 — 2024-03-06 23:56:36 UTC

In this assessment, we discover the complexities of gender based discrimination, sexism and patriarchy, and the barriers that prevent women from holding positions of power. We relate these issues to the United Nations sustainable development goal 5, which is achieving gender equality and empower all women and girls. This assessment covers contraindications, ethical themes, solutions and further studies on the said complexities.

Gender pay gap

2024-03-08 01:09:47 UTC

According to the European Parliament (2020), "the gender pay gap is the difference in average gross hourly earnings between women and men. It is based on salaries paid directly to employees before income tax and social security contributions are deducted. Only companies of 10 or more employees are taken into account in the calculations."

s8123521 — 2024-03-08 10:45:15 UTC

Since women are being discriminated against in the workplace and have fewer chances than men to succeed in business branches, there are fewer women in leading positions than men (Coury et al., 2023). This results in inequality between men and women and is contradictory to the United Nation's SDG 5, which aims to achieve gender equality by 2030 (United Nations, 2015).

Since fewer women in c-suite positions leads to women being less influential in decision-making, which makes them more dependent on decisions by a men. Moreover, women make less money than men, as the gender pay gap demonstrates. On average, women earn 16% less than men, for the same job (Haan et al., 2024).

s8123521 — 2024-03-08 12:58:53 UTC

The gender pay gap leads to women having less autonomy, which leads to less motivation for success, since it comes with frustration and discrimination. This causes women's lower socio-economic status, which makes them more financially dependent on the state (Stamarski et al., 2015). Additionally, since there are less women in leading positions, young girls and boys are taught that it is more common for men to be a leader, which transports an outdated image about gender roles. Consequently, girls and women get discouraged to become successful in a high position, since it is connotated with several negative attributes.

Perceived Ethics Among Business Students: Gender makes a difference

s8123521 — 2024-03-08 13:10:45 UTC

The first article “Perceived Ethics Among Business Students: Gender makes a difference” was written by Chen et al., and published in 2022. In their article, Chen et al. (2022) conducted research on the different perceptions of ethical behaviour in the business environment by men and women. Their research concluded that gender plays a significant role when it comes to ethical decision-making. According to their research, women generally act more ethically and are more judgmental on unethical behaviour in the workplace, than men (Chen et al., 2022). As concluded by Shaw et al. (2020), businesses benefit significantly from acting ethically, and ethical behaviour needs to be included in business strategies, to provide sustainable growth of the business. However, women are highly underrepresented in leadership positions compared to men, as globally only 28% of all C-suite positions are female (Coury et al., 2023).

s8123521 — 2024-03-08 13:30:29 UTC

A lower socio-economic status makes women more dependent on the state's financial and social support system (Stamarski et al., 2015). This can lead to mental stress, which can negatively affect women's health (Ryu et al., 2022). Therefore, it is significant to establish equal chances for all genders, to reach the fifth UNSDG and stop the discrimination of women in leadership.

s8123521 — 2024-03-08 13:53:57 UTC

The attached link is the ninth edition of Coury et al.'s (2023) annual report of women in the workplace. It includes research about women in business, and specifically in leadership positions. The report empowers women and emphasises the female significance in businesses, by analysing research about the role of gender in the workplace.

Fast Fashion 2030: Using the Patter of the Sustainable Development Goals (SDG's) to Cut a More Gender-Just Fashion Sector

antoniazziviola — 2024-03-09 08:53:09 UTC

Vijeyarasa and Liu's (2021) study illuminates gender inequalities in the fast fashion industry, emphasizing the misconception about the abundance of women in the workforce not translating into equitable representation in leadership roles.

Despite constituting the majority, women in fast fashion often hold lower-ranking roles, with men dominating key leadership positions. For example, H&M and Inditex report 74% and 75% female workforce, respectively, but this doesn't correspond to proportional representation in decision-making roles, such as CEOs or directors.

The study highlights the lack of sufficient regulation in global policies and national laws regarding gender inequalities in the fast fashion sector. To address this, a comprehensive approach is needed, recognizing that providing women with access to income alone is insufficient. The article advocates for a paradigm shift in workplace practices and regulatory frameworks to empower women in the fast fashion sector.

HR practices

antoniazziviola — 2024-03-09 10:00:37 UTC

HR Practices, defined as the comprehensive process of attracting, motivating, and retaining employees, include activities such as recruitment, selection, training and development, performance appraisal, compensation, and benefits management. Effective HR practices aim to achieve high organizational performance by managing the organization’s most valuable assets - its employees (Liu, Ngolob, & Palaoag, 2020).

Organizational Change Management

antoniazziviola — 2024-03-09 10:01:23 UTC

Organizational change management (OCM) is a structured approach that guides an organization through the transition from its current state to a desired future state, involving activities aimed at successfully achieving this transformation. The objective of OCM is to manage change in a way that minimizes resistance and cost while maximizing the effectiveness of the change effort (Stark, 2020).

Unconscious Bias

antoniazziviola — 2024-03-09 10:02:47 UTC

Unconscious bias, also known as implicit bias, encompasses attitudes or stereotypes that are outside our awareness and influence our understanding, interactions, and decisions. These biases are automatic, unintentional, deeply ingrained, and can project prejudices we are not aware of, allowing for instantaneous reactions and decision-making. In healthcare, unconscious bias may significantly impact patient care and contribute to healthcare disparities, affecting how medical clues are interpreted and care is provided (Lopez, 2018; Backhus et al., 2019).

Lack of women in leadership

s8112095 — 2024-03-09 14:55:45 UTC

Comprehensive research found that women in leadership roles are still a minority. Studies conducted by Coury et al. (2023) found that despite women’s representation in the C-suite being at the highest it has ever been, true parity is still out of reach. The research found that the higher the corporate role, the less women are in that role; in managerial positions the 40% are women, but in a senior vice president position the number is reduced to 28% (Coury et al., 2023).

Philosophy of Sustainable Development: Understanding the Significance of Gender Equality in Business Organizations, Purnima Lenka, 2023.

s8112095 — 2024-03-09 16:08:03 UTC

Lenka (2023) finds that despite many countries’ efforts to reduce the gender gap, the progress is still limited, especially in developing countries. The article discusses the role of business organizations in achieving gender equality, suggesting possible steps and how businesses can benefit from them. The author also also urges leaders, policymakers, politicians, practicioners, and researchers from all fields to understand the importance of Gender Equality as a tool to achieve all the other Sustainable Development Goals.

s8112095 — 2024-03-09 16:09:04 UTC

A number of studies found that the situation is similar in all fields, even women-dominated fields. According to Vijeyarasa and Liu (2021) it can be argued that gender inequality in the workplace is not real anymore because there is a misconception surrounding the abundance of women in the workplace which does not necessarily translate into equitable representation in leadership roles. Vijeyarasa and Liu (2021) analyzed H&M’s and Inditex’s situations regarding gender equality, and found that despite their workforce being mostly women workers, their presence in roles as CEOs or directors is a minority.

Sexism and patriarchy

s8112095 — 2024-03-09 16:10:43 UTC

It is important to understand the root of the issue. Zhu (2021) argues that the three main causes of gender inequality in the workplace that lead to underrepresentation of women in leadership positions are sexism, culture and education. The author argues that society still consciously or unconsciously perceives women as the less capable and consequently expects them to stick to their traditional role of caring for the household. This is exacerbated by the fact that, especially in developing countries, females do not have access to higher education so they cannot reach the same skill level as their male colleagues (Zhu, 2021). Research from Bornstein et al. (2012) supports Zhu’s (2021) findings, by highlighting the presence of the “bread-winner man” mentality in society which implies that men are to work, while women are to stay at home. Moreover, Bornstein et al (2012) find that women also face the “mother-hood penalty” which, by implying that women are to care for the children rather than focusing on their careers, causes a large wage gap and reduces women’s chances to progress to leadership roles.

Bread winner

s8112095 — 2024-03-09 16:20:32 UTC

A bread winner is the person who earns money to support their family, typically the sole one (Oxford Dictionary)

C-suite

s8112095 — 2024-03-09 16:26:13 UTC

C-suite, or C-level, is widely-used vernacular describing the upper echelons of a corporation's senior executives and managers.

C-suite gets its name from the titles of top senior executives, which tend to start with the letter C, for "chief," as in chief executive officer (CEO), chief financial officer (CFO), chief operating officer (COO), and chief information officer (CIO) (Investopedia, 2024).

Sheryl Sandberg: Why we have too few women leaders

s8112095 — 2024-03-09 16:31:03 UTC

In this Ted Talk, Sheryl Sandberg explore why there are so few women in leadership roles.

Ethic of care

martucciomadeline — 2024-03-10 02:03:40 UTC

Three main ethical theories relate to the main issue of Women being disadvantaged in the workplace. The first, is ethic of care. Ethic of care was developed mainly by feminist writers like Carol Gilligan and Nel Nodding’s. This approach to ethics is based on the idea that men think more of justice and autonomy, whereas women tend to lean toward networking, empathy and caring for others. For ethic of care to work, there needs to be a shift in thinking for others who are involved (other peers, particularly men as this is a more feminist approach) (Shaw, William., 2020).

Egoism

martucciomadeline — 2024-03-10 02:10:35 UTC

Egoism is an ethical theory in which an action is always right if it has the moral-rights best interest at heart, regardless of the effect it may have on others (Shaw, William., 2020). Egoism in linked to self-interest, and is a common theme in the workplace.

Utilitarianism

martucciomadeline — 2024-03-10 02:21:10 UTC

Utilitarianism is a theory that ones actions are just if they affect the majority in a positive way. This theory needs to have actions that create the best outcome for the most amount of people. (Shaw, William., 2020).

antoniazziviola2003 — 2024-03-10 02:31:00 UTC

Studies on gender disparity in the workplace provide useful suggestions. In order to address more significant structural difficulties, Stamarski & Son Hing (2015) recommend organisational reforms to lessen gender bias in HR processes. Organisations should aim for gender balance, as Kulich & Bosak (2019) point out the link between improved corporate performance and gender diversity in leadership. Policies that eliminate unconscious bias, foster work-life balance, and develop women leaders are advocated by Grimson & Grimson (2018). In their solidarity-based approach, Hardacre & Subašić (2018) present gender equality as a cause that all genders may support.

To address moral dilemmas tied to gender imbalance, key foundations for remedies include prioritizing awareness and education on gender biases. Encouraging inclusive leadership that emphasizes equity, inclusivity, and respect for all genders is crucial. Transparent rules and procedures should be implemented to prevent gender bias, fostering an inclusive culture that honors diversity. Establishing accountability measures, including audits and concrete goals for gender diversity, ensures commitment. Lastly, involving men as allies through programs challenging existing norms contributes to cultural and organizational change. Implementing these solutions fosters a moral, inclusive work environment, maximizing individual potential for improved performance and decision-making.

Gender Equality In the Workplace

antoniazziviola2003 — 2024-03-10 02:39:36 UTC

Achieving gender equality in the workplace offers substantial benefits for businesses. Currently, a mere 5% of Fortune 500 CEOs are female, highlighting a significant gender imbalance in leadership roles. Embracing gender equality not only benefits women but also positively impacts male employees and the overall organizational environment. Companies that prioritize gender equality tend to perform better, demonstrating that inclusivity can enhance workplace culture, drive innovation, and contribute to the overall success and sustainability of the business.

SDG 5 - Achieving gender equality

martucciomadeline — 2024-03-10 02:39:55 UTC

(United Nation, 2015) Found that women will not see equal representation in the work for another 140 years. The ethical challenge of lack of women in leadership is one that is evidently at large, and has been a struggle for women to solve. We find that with ethic of care, women are undermined. With egoism, men will disadvantage their women competitors regardless of the effect it may have on women, and utilitarianism is effecting women progressing as decisions are based on what's best for all. This is negative for women as the majority is men, so more often than not decisions are made for men and not women. In accordance with sexism and patriarchy, women are held back by the societal standard that because women are inherently more 'emotional', they are not able to be in positions of power but more often than not should be maintaining the standard of ‘home-maker’ (Northwestern, 2016). It was also found that there is a double standard where when women do have a more ‘manly’ approach they’re perceived as too harsh even though they are acting in accordance to policy and procedures (Northwestern, 2016). This indicates the disparity between men and women, and that when women do the same things as men, they are still scrutinized. This could be due to men feeling threatened by the power women can hold in a workplace and instead of working with them, they work against them. These findings indicate that workplaces perceive ethic of care in a negative light, which is a contributing factor to the sexism and patriarchy Women still face. A meeting conducted by the UN about SDG 5, states that workplaces should be integrating policies and procedures that encourage women to be employed by them and protect them from harassment, biases and barriers that could affect their output and work quality. Women have been driven out of workplaces due to employers deliberately creating an unreasonable work load (University of South Australia, 2023) which can be prevented if policies and social constructs of women are changed.

martucciomadeline — 2024-03-10 03:13:23 UTC

This article highlights issues that have been mentioned in this piece, including gender based discrimination, inequities women face and potential solutions for women who may be in situation where they are actively being discriminated against.

Manager Human Resources

antoniazziviola2003 — 2024-03-10 03:22:08 UTC

The company is looking for a Human Resources Manager who employs their expert talents to establish and sustain collaborative partnerships between the HR team and managers throughout the agency, knowing each's specific operational needs and assisting with their development. According to (Shaw et al., 2020), they should put more women in leadership positions as it is unethical to discriminate women by promoting more men than women in c-suite. business overall would benefit from this, as womens emotional intelligance, empathy and ethical behaviour are crucial elements of leadership (Stobierski,2021)

The Victorian Foundation for Survivors of Torture

People & Culture Manager

antoniazziviola2003 — 2024-03-10 03:23:16 UTC

The company is thrilled to welcome an experienced senior People & Culture Manager to join the four-person leadership team and contribute further expertise and insight to people-related difficulties. According to the theory "ethic of care" the theory is a virtue theory meaning that ethical decisions are based in their moral agents charecter. (Shaw et al. 2020). Overall according to the theory men naturally focus on justice and autonomy, while women focus on caring for others, networking and empathy, when making ethical decsions (Shaw et al., 2020). This company would benifit for hiring women for their "people and culture manager" as women are more like to preform higher than men in this position as they tend to care more in terms of people related difficulties.

EthicalJobs.com.au

Classroom Teacher

antoniazziviola2003 — 2024-03-10 03:24:25 UTC

The River Nile School is looking for a classroom teacher, particularly with qualifications in English as an Additional Language (EAL), to teach the VCE Vocational Major (VM) and/or Victorian Pathways Certificate to young refugee women. Womens caring Nature helps them make decisions thart benifit them the orgsnisation , employees, society and the enviornement, thus their inclusion and empowerment is important to the success of the organisations and society as a whole (Lenka, 2023).

River Nile School

Manager Education and Training

antoniazziviola2003 — 2024-03-10 03:25:02 UTC

Their ideal candidate has proven expertise in project management, preferably in professional development programmes. They are searching for someone who is analytical, pays close attention to detail, and is passionate about promoting a positive youth music culture throughout Australia.

Women are better off working for their company because they are committed to promoting gender equality and empowering women in the workplace. By providing opportunities for women to excel in leadership roles, they contribute to the achievement of Sustainable Development Goal 5 Gender Equality (United Ntions, 2015). Their inclusive and supportive culture values the unique perspectives and talents that women bring to their team, creating a more diverse and dynamic work environment.

The Push

Manager Human Resources Systems & Operations

antoniazziviola2003 — 2024-03-10 03:25:32 UTC

The company is searching for a senior leader who will play a critical role in ensuring that the operational operations of Human Resources are fit for purpose, support the organization's future growth, are compliant, accurate, and enable key stakeholders, which include GSANZ staff and managers.

A woman is best suited for this role because women have a unique perspective on the challenges and barriers that women face in the workplace, and can bring a nurturing and empathetic approach to leadership that fosters a supportive and inclusive environment for all employees. Additionally, research has shown that gender-diverse leadership teams are more effective at driving innovation and achieving business success, making a female leader particularly valuable in this critical role. “By influencing aspirations, these woman leaders might be able to have a big influence beyond just their direct policies, by serving as role models for future generations of girls,” ()Northwestern University 2016).

Good Shepherd Australia New Zealand

CEO

antoniazziviola2003 — 2024-03-10 03:25:53 UTC

MHEC is looking for a creative and values-driven CEO to take us to the next level of growth and impact. Strategic growth expectations include an increase in the number of students, the variety of courses and services available, and the formation of new collaborations.

It is essential that the CEO embodies the principles of egoism, where decisions are made based on promoting the well-being and advancement of all individuals, particularly women. A focus on empowering women and promoting gender equality not only aligns with SDG 5 but also generates positive outcomes for society as a whole.

Furthermore, research has shown that women in leadership positions often demonstrate qualities such as empathy, collaboration, and inclusivity, which are essential for driving organizational success. Therefore, a woman would be well-suited for this role, bringing a unique perspective and skillset to lead MHEC towards its strategic objectives and contribute to the achievement of SDG 5. (United Nations, 2015).

Meadow Heights Education Centre

Stephanie Bornstein, Joan C. Williams, and Genevieve R. Painter write 'Discrimination against mothers is the strongest form of workplace gender discrimination: Lessons for US caregiver discrimination law'.

martucciomadeline — 2024-03-10 04:05:28 UTC

The Journal article I will be focusing on is by Stephanie Bornstein, Joan Williams and Genevieve Painter, and is titled 'Discrimination against mothers is the strongest form of workplace gender discrimination: Lessons from US caregiver discrimination Law'. The UNSDG focused on is SDG 5 - Achieve gender equality and empower all Women and Girls. The assignment written focused on gender inequalities, discrimination against mothers and the consequences women face because of this. It has emphasis on the disparity between women and men, and that men are far more advantaged and that there is still a sizeable gap between both genders, disadvantaging women.

Discrepancy

martucciomadeline — 2024-03-10 04:11:44 UTC

An illogical or surprising lack of compatibility or similarity between two or more facts. (Oxford languages, 2024).

The 'mother-hood penalty'

martucciomadeline — 2024-03-10 04:17:04 UTC

The motherhood penalty is when women who are pregnant, child-bearing age or are planning on returning to work post-partum face disadvantages in pay, work-load, perceived competency and promotions (Bornstein, S., Williams, J., & Painter, G., 2012).

Aspirations

2024-03-10 04:50:49 UTC

A strong desire to achieve something high or great.

Aspirations are dreams, hopes, or ambitions to achieve a life goal. 1 They can be thought of as overarching life goals that can help provide a sense of purpose and direction. While the term is often used synonymously with goals, there are some important differences (Cherry, 2021)

2024-03-10 04:52:19 UTC

This article highlights what Gender Bias is and how it negatively effects women.

Nurturing

2024-03-10 05:01:22 UTC

Women help others grow, they bring them back to health, respond to their needs and offer support. A woman is expected to be nurturing. Women don't choose to be nurturers any more than men choose to be producers. These gender roles are based on societal values and expectations. (Psychologist, 2021)

Work like a girl: Redressing gender inequity in academia through systemic solutions

2024-03-10 05:09:42 UTC

This article provides a critical review that examines gender equity across the major career benchmarks of the academy: grants and funding, publishing and citations, service, opportunities to attend professional development and conferences, and leadership opportunities.

Men as Allies

antoniazziviola2003 — 2024-03-10 05:51:22 UTC

Men as allies in the context of gender equality refers to men who actively support and engage in actions and practices that aim to reduce gender inequalities and promote fairness and equality for women. This involves recognizing and confronting sexism and gender biases (Drury & Kaiser, 2014; Wagner, Yates, & Walcott, 2012).

Systemic Improvements:

antoniazziviola2003 — 2024-03-10 05:52:53 UTC

Systemic improvement refers to strategic, comprehensive changes across an entire system, aiming to enhance effectiveness and achieve greater alignment and coherence among different components of the system (Watson & Froyd, 2000).