Women and Leadership: Addressing Challenges in the Corporate World

This essay delves into the multifaceted challenges women encounter in leadership roles, exploring themes such as the glass ceiling, sex stereotyping, and the division of labor. It examines how societal expectations, including the pressure to succeed in both professional and personal spheres, contribute to the underrepresentation of women in corporate leadership. The essay highlights the impact of patriarchal structures and the construction of femininity, which often conflicts with the qualities associated with leadership. It further discusses the importance of promoting female leaders to foster collaborative skills, transformational leadership, and a more conducive working environment. The essay draws upon various conceptual frameworks and theoretical perspectives to provide a comprehensive analysis of the barriers to women's advancement in leadership and proposes strategies for overcoming these obstacles.

Running head: WOMEN AND LEADERSHIP
WOMEN AND LEADERSHIP
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WOMEN AND LEADERSHIP
Studies have shown that despite having the requisite qualities and the potential to succeed
in the field of leadership, the occupational mobility of a woman was curbed due to glass ceiling,
sex stereotyping, horizontal and vertical division of labour. According to the conceptual
framework of the vertical division of labour it can be found that the toxic masculine work
environment constrains the mobility of women, leading a limited number of number occupying
the lucrative position in the company (Mies, 2014). On the other hand, the conceptual framework
of horizontal division of labour ensues that although men and women occupy the same position,
they are treated differently and not paid equally for performing the same task. Women have been
conspicuous in freedom movements and have been active agents in leadership roles. However,
there is a banal invisibilization of women in the corporate sector. Male exclusionary measures
like the in-group preference and the notions of homosociality operate with the intention of
keeping women out of the powerful positions. According to feminist scholars working on gender
and organization, it was found that whilst private patriarchy works to constrain the life chances
of women in the private sphere, in the public sphere, public patriarchy operates with the aim of
curtailing the life chances of women. Whilst a positivist intervention into understanding of
women in leadership roles would be interested in ensuing that women do not make it to the top
position, it is the feminist standpoint that acts as a fulcrum in revealing the streams, disposition
and sources of inequality, stratification and discrimination that inhibits women from switching
to leadership roles (Young, 2013). Feminist scholars have identified that the constraints faced by
women in taking up leadership roles can be attributed to the societal expectations of women
being ideal wives and mothers. Such notions of femininity poses pressure on women to succeed
in their conjugal and maternal duties and therefore, reject any other role that might interfere with
these roles.

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WOMEN AND LEADERSHIP
Women also face the challenge of performing double day labour. Due to this, women
often find it difficult to manage the responsibilities of the private sphere along with the
professional challenges in the public domain of the corporate life. Apart from these, the
underrepresentation of women in the leadership roles can be attributed to the discourse about
femininity (Cook & Glass, 2014) . Women are constructed as weak, meek and subordinate. The
notions about femininity is in juxtaposition with the aggression, grit and competence that is
associated with the corporate life and leadership roles. Encouraging women in leadership would
be useful in improving the aggression that is associated with the corporate life. Levelling the
number of women in leadership position would set an example for aspiring women to make it to
the leadership roles and gain confidence in carrying the responsibility of managing a company
with alacrity (Witz, 2013). Incorporation of more number of female leaders would to these
women integrating the qualities of collaborative skills, transformational leadership and a
conducive working environment for the members of the organization.

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WOMEN AND LEADERSHIP
Conceptual and theoretical framework

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WOMEN AND LEADERSHIP
References
Cook, A., & Glass, C. (2014). Above the glass ceiling: When are women and racial/ethnic
minorities promoted to CEO?. Strategic Management Journal, 35(7), 1080-1089.
Mies, M. (2014). Patriarchy and accumulation on a world scale: Women in the international
division of labour. Zed Books Ltd..
Witz, A. (2013). Professions and patriarchy. Routledge.
Young, K. (2013). Modes of appropriation and the sexual division of labour: a case study from
Oaxaca, Mexico. Feminism and Materialism (RLE Feminist Theory): Women and Modes of
Production, 124.