Assignment 3 Padlet by Yutong CHEN

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In the sphere of business, ethical considerations are of paramount magnitude, guiding corporations to navigate a balance between profit and social responsibility. The lack of women employees, female leaders in particular, epitomizes the workplace gender inequality, just as the example reported by Churchman and Thompson (2008) that "women represent half our global member firm workforce at the recruitment level, but only 13 percent of the partnership figures" (p. 18).

This article aims to dissect the ethic issue, gender equality, through the evaluation of the essay "Transformational women leadership: a road to sustainable development goal of women empowerment" and delves into the transformative beneficial impact of women leadership on corporate's performance. The discussion is related with the theories of "utilitarism" and "ethics of care", connecting with UN Sustainable Development Goal 5 (SDG 5): Gender Equality.

"The Transformative Beneficial Impact of Women Leadership on Corporate's Performance"

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"Transformational women leadership: a road to sustainable development goal of women empowerment"

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The article titled "Transformational women leadership: a road to sustainable development goal of women empowerment" published in 2023 by Gaur et al., provides deep insights into gender equality in leadership positions, through conducting a questionnaire survey to gather data from Indian employees with female superiors. It employs Structural Equation Modeling (SEM) and presents a comprehensive analysis of how women in leadership positions can influence employee mental well-being and business performance.

The study reveals that women leaders, embodying feminine traits, foster a stronger sense of self motivation among employees as long as reducing workplace burnout and social loafing, leading to improved mental health status and work performance. Hiring and promoting more women for leadership positions can nurture a culture of teamwork over individualism, leading to a healthier work atmosphere, as indicated by the respondents' preference for working in women-led organizations.

Gaur et al. (2023) note that female leaders face biases because their role is seen as always prioritizing family responsibility and lacking essential skills and resilience. This provides empirical evidence to counteract the stereotypes that hinder women's career progression and urges organizations and governments to promote gender equality in the professional sphere.

By highlighting the positive outcomes of women in leadership roles and calling on empowering women by providing equal opportunities, the article aligns with SDG 5's objectives which advocates for eradicating discrimination against women and enhancing their participation in decision-making roles.

Utilitarism

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Utilitarianism, a consequentialist theory, posits that the moral worth of an action is determined solely by its contribution to the greatest number's happiness (Shaw et al., 2020). Taking utilitarianism as a standpoint, business would adopt practices that maximize the well-being and satisfaction of all employees, which is reflected in the positive outcomes generated by women leaders in the context of the journal article.

Just as the study suggests, by fostering intrinsic motivation to enhance employee performance and mental health, women leaders contribute to the maximization of overall happiness and well-being within the firm. The research by Compton et al. (2019) also indicates that female directors' participation improves a firm's financial performance no matter where it is located in. Those discussions support SDG 5 by clarifying the collective welfare brought by women leaders against opposing voices about economical loss caused by women employees.

Ethics of Care

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Shaw et al. (2020) note that the ethics of care champions a moral framework that prioritizes empathy, care, and responsiveness in ethical decision-making. This theory advocates for actions rooted in a sincere concern for the well-being of all stakeholders. This theory encourages companies to nurture the potential of all employees, while proactively countering systemic biases that could disadvantage certain groups, such as women. When business practices overlook the well-being and equitable treatment of women, they would erode trust and perpetuate inequality through the lens of care ethics.

The article analyse the underlying reasons causing women professional dilemma and confront the bias that impede women's advancement, which aligns with the ethics of care. Furthermore, by creating an equitable and supportive work environment, female leaders promote a collaborative atmosphere that values each team member. This approach not only benefits individual employees but also advances SDG 5 by supporting women's leading roles.

Why are there so few women leaders?

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The scarcity of female leaders is a complex issue arising from a combination of societal biases, cultural norms, and economic barriers that limit women's opportunities to ascend to leadership positions. This phenomenon is often perpetuated by gender stereotypes, unconscious bias in hiring and promotion practices, and a lack of mentorship and sponsorship for women. Additionally, work-life balance challenges and the underrepresentation of women in traditionally male-dominated fields contribute to the disparity. The glass ceiling, which metaphorically represents the unseen, yet unbreakable barrier that keeps women from rising to the upper rungs of the corporate ladder, is a significant factor. Rapid changes in societal expectations and the push for gender equality are slowly affecting this dynamic, but the progress is gradual and requires continued effort to break down these barriers (TED English Official, 2023).

"Seat at the Table" Does Not Mean Gender Equality

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The speaker confronts the misconception that simply having women in leadership roles equates to gender equality and argues that while representation is important, it is not sufficient and delves into the systemic barriers, such as unconscious bias, lack of mentorship, and the glass ceiling, that women face in achieving true equality in leadership. It emphasizes the need for transformative changes in societal attitudes and organizational cultures to ensure that women are not just present but also empowered to lead without facing discrimination or underrepresentation (TED English Official, 2023).

Hidden Bias

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The video presents a TED Talk by a female lawyer who has witnessed countless instances of suppression and discrimination against women in her 20 years career. After experiencing another episode of male-centric criticism, she pursued a PhD to investigate the mental causes behind gender discrimination. Her talk reveals how workplace discrimination against women forms an "invisible barrier," with biases deeply rooted in societal culture and cognition and emphasizes that gender role differences between men and women are solidified from birth, highlighting the need to address these ingrained prejudices to achieve gender equality (JoinFeminism Subtitles Group, 2019).

Conclusion

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In conclusion, the transformative impact of women leadership on corporate performance is a focus when delving into the critical ethical issue of gender equality in the workplace. The discussion involving the theories of utilitarianism and ethics of care, along with their consisstency with SDG 5, has highlight the significant role of women leaders in fostering a healthier and more productive work environment. The evidence of organizations with gender equality not only perform better financially but also cultivate employee well-being, incentivizes businesses to promote gender equality which serve as both an ethical imperative and a strategy for improved economic outcomes, thereby propelling the practical implementation of SDG 5 objectives.

Advancing gender equality is essential for achieving sustainable development, promoting economic growth, and ensuring social justice, which globally influence the establish of a more equitable and prosperous world.

SDGs

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In 2015, the United Nations unveiled the Sustainable Development Goals (SDGs), an agenda crafted to address the challenges of poverty, inequality, and environmental degradation (United Nations, 2015). The SDGs, born from the Millennium Development Goals, are an ambitious, interconnected set of 17 goals designed to be a global transformative roadmap. The selected goal SDG 5, which is Gender Equality, advocates for reaching gender equality and empower all females (United Nations, 2023).

SDG 5

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SDG 5 encompasses nine targets aimed at eliminating gender disparities across a spectrum of social indicators, which focus on comprehensive aspects involving promoting women's economic empowerment, access to quality education, and health care, including sexual and reproductive health, and ensuring that all women and girls complete their full cycle of education. The essential targets about women's right to participate in digital era are also emphasized. The overarching purpose of SDG 5 is to instigate a paradigm shift towards gender parity and establish a foundation for inclusive societies where women's voices are heard, and their rights are upheld, thus fostering global development that is sustainable and just.

SDG's Implementation

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The issue of transformative beneficial impact of women leadership on corporate performance, is not merely a theoretical concept but a practical concern that can directly propel the implementation of SDG 5. The journal article provides empirical evidence that deeply implicates the ethical and business case for gender equality in leadership positions.

By showcasing the positive impact of women leaders on corporate performance, the article provides a compelling argument for businesses to prioritize gender equality in their leadership ranks. This is particularly relevant to SDG 5, as it demonstrates that gender equality in the workplace is not just a matter of fairness and ethics, but also a strategic approach to enhancing organizational performance and employee well-being.

Moreover, the article emphasizes the role of women leaders in fostering the overall well-being of employees and the sustainability of the organization. This aligns with the broader goals of the SDGs, which include promoting good health and well-being (SDG 3) and decent work and economic growth (SDG 8).

Reference List

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Churchman, S., & Thompson, C. (2008). Delivering gender diversity: beyond the business case. Strategic HR Review, 7(5), 17-22. https://doi.org/10.1108/14754390810893053

Gaur, D., Gupta, K., & Pal, A. (2023). Transformational women leadership: a road to sustainable development goal of women empowerment. Journal of Global Responsibility, 15(2), 193-214. https://doi.org/10.1108/JGR-04-2023-0053

United Nations. (2015). Transforming our world: the 2030 Agenda for Sustainable Development. https://sdgs.un.org/2030agenda

Shaw, W., Barry, V., & Muntean, D. (2020). Seeing the moral dimension of business. Moral issues in business (4th ed.). Cengage. https://ebookcentral.proquest.com/lib/vu/reader.action?docID=6511766&ppg=23

Compton, Y. L., Kang, S.-H., & Zhu, Z. (2019). Gender stereotyping by location, female director appointments, and financial performance. Journal of Business Ethics, 160(4), 445–462. https://doi.org/10.1007/s10551-018-3942-y

United Nations. (2023). Goal 5: Achieve gender equality and empower all women and girls. https://sustainabledevelopment.un.org/sdg5

TED English Official. (2023, January 11). Why are there so few women leaders? Bilibili. https://www.bilibili.com/video/BV1KD4y1W7GZ/

TED English Official. (2023, February 20). Women having a "seat at the table" does not mean gender equality! Bilibili. https://www.bilibili.com/video/BV1Yg4y1p7ij/

JoinFeminism Subtitles Group. (2019, April 8). TED talk: Hidden bias - how do we make it difficult for women to move forward. Bilibili. https://www.bilibili.com/video/BV1eb411u7MA/