Women and access to leadership
Abstract
The objective of this article is to analyze the perceptions of women and men regarding why there are fewer women leaders than men, considering factors such as discrimination and prejudice, gender roles, growth opportunities, potential strategies employers could implement to promote women into leadership positions, and the balance between work and personal life. Through this analysis, the aim is to provide a deeper understanding of the obstacles women face. This is a qualitative study that utilized a questionnaire to gather participants' viewpoints. Data collection was conducted digitally via social media, resulting in 392 responses. The sampling method used was convenience sampling. The results indicate that women recognize their lack of presence in leadership positions due to greater employment opportunities for men, as well as the persistent belief that women are incapable of leading. They also face barriers such as glass ceilings, patriarchal systems, emotional stereotypes, and the minimization of their work and abilities. On the other hand, men expressed that there are few women leaders because they are held to much higher standards than men to reach these positions, in addition to gender roles and stereotypes that delay or block their access to decision-making positions, such as domestic work and motherhood. The conclusion is that organizations must be willing to implement strategies aimed at attracting and retaining female talent, developing leadership training programs, and promoting flexible working hours, gender equality, and the eradication of sexual harassment and abuse.
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