A Discussion on Women's Career Equality and Leadership in HRM

This report analyzes an article on women's career equality and leadership in organizations, emphasizing the importance of reducing the gender gap and ensuring equal opportunities and pay. It explores factors influencing women's careers, including marital status and racism, and discusses career and leadership theories, such as Schein's career anchor model, to understand the evolution of women's roles. The report highlights the need for inclusive practices, such as maternity leaves and supportive workplace policies, to address work-life balance and encourage women's participation in leadership roles. The conclusion emphasizes the shared responsibility of individuals and organizations in promoting equality, and the potential for future research in this area. The report also references the #MeToo movement and its impact on employment relations, and the importance of scholarship and practice applications to improve women's career prospects.

Running Head: Summary of the article 0
Leadership
Student name
7/8/2019

Discussion about Career aspects of Women 1
Contents
Introduction:...............................................................................................................................2
Women’s careers and career Equality:.......................................................................................2
Career and leadership theory:.....................................................................................................3
Scholarships to practice applications:........................................................................................3
Conclusion:................................................................................................................................3
Bibliography...............................................................................................................................5

Discussion about Career aspects of Women 2
Introduction:
Here, discussion on analysing the stated article that is women’s career equality and
leadership in organizations for creating evidence-based positive change effectively. It is an
article which is written by Ellen and Patrice (Kossek & Buzzanell, 2018).
In today’s era, the focus is to reduce the gender gap that’s why women’s career is also
important as compared to the men working for the population in the organizations. As well as
women should be paid equally as similar to men as they also do work identical in the
company, therefore, they also have a right to demand to give payment exactly same as to
remove the evils of discrimination.
In developed countries like the U.S., this practice also persists and particularly in
leadership. Although many countries put efforts on it but, the gap is not reduced favourably.
Hence, this can be shown from the practices of an organization as they started hiring firms
which do refer so that events aroused in it are kept in a private form (Cukrowska-Torzewska,
2017).
Factors which influence are marital status, racism, and colour. Women’s career is
needed for removing gender equality and for contributing to the economy of a nation (Kossek
& Buzzanell, 2018).
Women’s careers and career Equality:
It is a framework in which equal opportunities are provided to women as given to men
in the workplace and also have to put efforts on workable and non-workable outcomes which
are done by them (Kossek & Buzzanell, 2018). For leadership approach, the study of
traditional and modern times which highlights what improvements occurred in the females’
life it assumes, that men have not any responsibility towards family and there are free to do
work outside. For this purpose, evaluation of past and current times is seen so to know what
development is done over time.
Schein's career anchor model also sets a guideline for dividing work which is going to
perform by men or women (Kossek & Buzzanell, 2018). It not only applies to the individual
alone but also to the group and society. That’s why, vision is for defining boundary-less as
well as protean careers clearly so that to know whether a person selected is compatible or not,
inappropriate to leadership career (Joshi, 2015).

Discussion about Career aspects of Women 3
It is not possible to create a distinction between men and women but it is done on the
basis of gender so it is orthodox which needs to remove. It gives consideration on other
things also such as pregnancy, maternity leaves but charges penalty from them due to this,
females participation ratio declines and if it is allowed then it happens only in the case of
socio-cultural aspects and not on basis of drives. So, the condition of women is not good
irrespective of improvements (Kossek & Buzzanell, 2018).
Career and leadership theory:
It is for developing or changing the old one so to make the newer one. Its Course
focus on identity, space, time as well as dignity which is a different knowledge and also gives
the role to gender discrimination, work, family and also a profession (Kossek & Buzzanell,
2018).
It gives preference to women so that they can also reach into top managerial positions.
However, this is limited to only developing countries of the world. They provided a facility
in which women are allowed to carry their child in the offices so that it becomes easy to
perform both the responsibilities (Kossek & Buzzanell, 2018). It is made with the intention to
remove their tensions behind at offices and be able to work freely (Greenhaus, 2014).
From this, it understands that carer-equality is necessary in order to resolve the work
and life issues so that proper balance in between work and life is maintained.
Scholarships to practice applications:
It gives importance to both employers as well as the employee in this theory. Females
must have to develop the attributes of the quality of confidence, competent, ability to achieve
something and sound communication skills required in the career. However, it is not easy to
fix women into these characteristics (Pater, 2010).
So, organizations came forward to support this cause, by avoiding the partiality done
in the recruitment procedure and launches skills development courses for the employees so
that they can increase their knowledge. Women now are more aware of rights and can openly
speak up without any fear in the mind as it can be seen from the # Me Too movement
(Kossek & Buzzanell, 2018)
This practice leads to create an impact on employment relations as they become more
sensitive towards these data as its influence on the reputation level of the corporates. Positive

Discussion about Career aspects of Women 4
changes are implemented and various actions steps are taken (O'Connor, 2019). In this,
efforts are made to solve the women’s issues hence they can also reach into top managerial
positions by implementing these.
Conclusion:
It can be concluded from the article that equality is not a mere concern of individual
but also of the organization as it requires changes at both paces. Here, many factors are
discussed which impacts on this matter such as confidence, maternity leaves and to create
coordination between work as well as in lifestyles.
In order to encourage the females in the workplace, efforts are done by companies so
to improve their participation ratio and it is enhanced by launching various facilities so that
can also fulfil their dreams. However, in doing research in the future, this can also serve as a
base for forecasting.

Discussion about Career aspects of Women 5
Bibliography
Cukrowska-Torzewska, E. (2017). Cross-Country Evidence on Motherhood Employment and
Wage Gaps: The Role of Work–Family Policies and Their Interaction. Social
Politics, 24(2), 178-220.
Greenhaus, J. H. (2014). The Contemporary Career: A Work–Home Perspective. Annual
Review of Organizational Psychology and Organizational Behavior, 1, 361-
388.
Joshi, A. (2015). When can women close the gap? A meta-analytic test of sex differences in
performance and rewards. Academy of Management Journal, 58(5), 1516-
1545.
Kossek, E. E., & Buzzanell, P. M. (2018). Women's career equality and leadership in
organizations:. Human Resource Management, 57, 813-822.
O'Connor, L. (2019). The Nature of Scholarship, a Career Legacy Map and Advanced
Practice: An Important Triad. Springer.
Pater, D. (2010). Gender differences in job challenge: A matter of task allocation. American
Psychological Association, 17(4), 433-453.