Thesis Literature Review

Running Head: Thesis Literature review
Thesis Literature Review
Student’s Name
University Name
Author’s Note

2Thesis Literature review
Table of Contents
Thesis Literature review..............................................................................................................................3
3.1 Stereotyping as well as gender bias...................................................................................................5
3.2 Mentoring as well as networking.......................................................................................................8
3.3 Role models......................................................................................................................................8
3.4 work life and family life balance.......................................................................................................9
3.5 Motherhood.....................................................................................................................................10
3.6 current study and Research questions..............................................................................................10
Research aim.............................................................................................................................................11
Reference List and Bibliography...............................................................................................................12

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Thesis Literature review
In the domain of science, engineering as well as mathematics that is referred to as STEM, the
representation of women is still very limited. The global statistics show that there is significantly
large number of women doing their graduation in the STEM subjects; however the numbers of
women undergoing education in STEM subjects pursuing their career also in the same domain
are very less. As observed by Abalkhail and Allan (2015), although most important factors that
are faced by women have been reviewed in depth in the empirical studies, the factors that impede
the success of women in course of pursuing their career in STEM area has not been studied in
detail. Again, Wang and Degol (2013) has established in this context that the women positioned
in the leadership position in pursuit of career based on STEM have found proportionately much
lesser success compared to the male counterparts positioned in equivalent positions. In fact,
Amon (2017) observes that even in the domain of academic studies, at the doctoral level, the
representation of women studying in science, technology, math, engineering, as well as medical
is comparatively lesser than men.
One of the major barriers to the growth of women in significant positions of leadership is
that they are mostly not considered for being posted as authoritative figures owing to the
conventional gender biases existing in the workplaces. Gender disparity has been proven to be
existing in both academic as well as professional fields.
The researchers have observed that half of the workforce is constituted by women. However it
has also been observed that less than 30% of the working women are actually appointed in the
STEM field. Analysing the reasons for less participation of women in in STEM fields, Ben-
Noam (2018), inform that in career related to this domain, advancements towards position of

4Thesis Literature review
leadership is very slow for women and the natural propensity for women is to leave their career
half way, when they are appointed in STEM domains. This is substantiated by the statistical
figures that supports the fact that the number of women positioned in senior leadership posts in
organisations are very low. The shortage is however maximum in the fields of STEM.
Buffington et al. (2016), inform that in 61% of the energy companies there is absolutely no
representation of women in board of directors, in the academic fields, 31% of the the full-time
faculties are women and in positions like dean of Institutions for departmental heads, 27% are
only female. Blickenstaff (2005), Analysing the reasons for such low participation of women in
such higher organisational positions, suggest that the primary hindrances that impacts career
growth of women in search domains are absence of role models, who are women, presence of
severe gender bias as well as gender discrimination. Bonneywell (2017), however strongly
argues that women leaving the STEM fields open face bigger issues like lack of networks as well
as supports from resources.
Burkinshaw and White (2017), analyse that the conventional working structure in the STEM
fields expect that women employees are expected to have nurturing as well as Cooperative
nature, where they would be docile and would not negotiate any benefits. On the contrary in the
society allows as well as integers men for promoting themselves in order to get quick progress in
their career. Burkinshaw and White (2017), analysing the approach towards male and female
employees, informed that on one hand women are expected to be Cooperative and assertive
rather than interrogative in their Outlook and male members who possess qualities to occupy
leadership positions are expected to be positive as well as fortright. Statistics provided by the
National Science Academy suggests that conscious as well as unconscious bias news exists in the
society which helps men as well as women being treated differentially within the context of