Analysis of Women's Limited Presence in Leadership: A Business Report

This report delves into the reasons behind the underrepresentation of women in leadership positions within the UK, exploring various contributing factors. The introduction defines business management and leadership, setting the stage for an analysis of gender inequality in the workplace. The main body of the report examines cultural and societal stereotypes, biases in job advertisements, and the impact of masculine traits often associated with leadership roles. It highlights the challenges women face, including the 'glass slipper effect' and the need for greater diversity and inclusion. The report also contrasts the representation of women in leadership across different countries and fields, such as science, technology, engineering, and mathematics (STEM). The conclusion emphasizes the importance of addressing these issues to promote equality and unlock the full potential of the workforce. The report includes references to academic journals and online resources.

Business Management

Table of Contents
Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
“Why are not more women in Leadership Position?”............................................................1
CONCLUSION................................................................................................................................4
REFERENCES................................................................................................................................5

INTRODUCTION
Business management is a discipline that is used to devote balanced analysis, planning and
organising of various functions and operation by which effectual management is addressed in
systematic manner. It is an administration of a business so as to gain higher profit within
stipulated period of time (Esser and et. al., 2018). Leadership is an art that is used to motivate a
group of individual’s as in order to achieve and accomplish standardised goals and objectives. In
this an individual has direct and led other subordinates as in order to fulfil the need and demand
of business. The report below provide adequate evident about why not more women is in
leadership position within UK.
MAIN BODY
“Why are not more women in Leadership Position?”
Leadership position is basically referred to an ability of an individual to influence,
encourage and motivate others so as to achieve and attain certain set of target and goal in
positive manner. It has direct impact over the development and growth of an individual, group,
organisation, business and a community as well. The position is basically defines in terms of
leading project by which task is segmented in productive manner. In addition group study is
organised as by spotting various problems under which suitable solution is attained that produces
effectual work (Ferguson, 2018). To get achieve a better leadership position various practices is
discipline by which ability to learn is increases in systematic manner. It enhanced project
responsibility in which every task is noticed on the basis of varied initiative so that changes are
implemented in simplified mode. A leader always yield and control other individual’s in which
thinking capability is increases by which capability to learn and respect is enlarged. In this
situational analysis and its awareness is developed by which certain recognition is earn by which
potential changes is implemented in ordinate mode. To gain higher position a leader must be
inspired other by keep learning as it empowers team mate’s confidence and morale.
Diversity and inclusiveness is always be essential to induce balanced level of honour,
support, advance and purpose that make positive change in overall World. The business has
worked to create and develop an equality culture that ultimately unlocks potential of workforce.
It advances the credibility and also consists of various initiatives that maintain clear focus
towards female empowerment. The global network of women is to empower balanced level of
1

advancement in career that aid to achieve higher leadership positions as by better accessing of
professional development. It get engaged members, executive sponsors, external partners by
which deep sense of satisfaction, pride, belonging and passion is addressed in culture,
community and career development in relation to commercial innovation (Women Business
Leaders: Why So Few And How To Have More, 2018). The women are begun to claim leadership
but more often it also encounter culture of workplace that serve the challenge. Male leaders are
not much aware about to manage and reduce the rate of complexity as by removing various
obstacles (Flabbi and et. al., 2019). On the other hand women make higher level of contribution
as by seeking more benefits and energy by which working capabilities get facilitate
determination and success of women. Both men and female gain their education by inducing
continuous growth and development along with this also having similar ambition that aid to
purse professional career successfully. As per study analysis it is acknowledge that women
perform slightly better than man as they get worked higher in terms of career advancement.
It is a stereotype that women stop get applying for a job as after completion of higher education
as universities of UK always remain bastion in terms of gender inequality. The gender equality is
having a long way to achieve parity. As per consideration of recent analysis of Times the data of
2016-17 and its highest ranking world data reflect that out of 200 universities globally there is
around 36 universities and only 18% of leader are female (We don't see women as leaders – and
it's holding them back in our universities, 2020). It gets slight increases and led by 17% and it
reflect that gender gap get increases continuously and induce significant changes and
modifications. It referred to the tendency that make various personality and its trait differently
which is inherently masculine with respect to feminine and it illustrate that sustained difference
of gender shows that certain job are actually not get fitted rightly. The job advertise basically get
emphasis masculine traits that is more dominant, competitiveness, ambition, assertiveness that
make women more fitted by which adequate level of believe is addressed as per suitable to role.
It doesn’t reflect that women hold various qualities as by tending suitable views in successful
mode. As per concern for leadership position masculine trait more found for these jobs and that
is more related to the field of IT and engineering (Nuthall, 2018). It somehow pursued difficult
for women to get recruit women in various fields. Thus it is turned into a stereotype about to turn
into perpetuated job advertisement that constraint with traits by which predetermined perception
is developed.
2

It is also be revealed that majority of leadership roles and masculine characteristics as
despite of diverseness. Instead of diversity overall respondent has induced as per personalities by
which certain level of de-motivation is pursued that aid to perceived balanced mismatch within
various identities. It encapsulates basis reason behind adequate lack of leadership within female
as in higher education. It is also being suggested that more of the women are attracted and
interested towards male-dominated professions as per combination of perceived and female trait.
The women are more loyal, conscientiousness, responsibility, cooperation by which vital success
in regard of job is induced with perfection. In this various countries such as Russia, Philippines
and Indonesia around 40-50% women are executive position whereas, in European countries and
US it is about 20-30%. Women in science field in Central Asia are about 47.2% but it gets
decreases in Northern and Western Europe it is around 32.2%. It proves that the career selection
and choice of women is not influenced subjectively but it is as with prospect of social
construction that is varied from different culture to culture. It is a responsibility to break the
barrier by which positive influence over choices of women is induced and it increases the
seamless presence in leadership (Santoro and et. al., 2019). It induces an unconventional role that
actually shows realistic and viable choices as by deconstructing stereotypical identities. It is an
approach to carefully think about various roles within which tendency to get appeal women and
men become more complex. In this career advisor encourage the women so as to follow a path
traditionally and it is viewed as male dominated. For this careful communication in processed in
broader range that is associated with different trait by which successful path is offered which is
perfectly suited to that personality. The female leadership is required to acknowledge but still
glass slipper effect is existed and if it is accepted it is required that balanced message, approach
and practice is processed within each personality.
3

CONCLUSION
It has been concluded from above report that business management is processed as with
the implementation of various strategies and policies along with support of suitable direction,
controlling, implementation, managing and operating. It assist to complete overall task with
better furnish so that sustained level of stability is maintained. It is quite hard for a women to
achieve higher leadership position as the people of people towards diversity and equality still is
in complex condition.
4

REFERENCES
Books and Journals
Esser, A. and et. al., 2018. A female leadership competency framework from the perspective of
male leaders. Gender in Management: An International Journal.
Ferguson, T.W., 2018. Female leadership and role congruity within the clergy: Communal
leaders experience no gender differences yet agentic women continue to suffer
backlash. Sex Roles, 78(5-6), pp.409-422.
Flabbi, L. and et. al., 2019. Do female executives make a difference? The impact of female
leadership on gender gaps and firm performance. The Economic Journal, 129(622),
pp.2390-2423.
Haldorai, A., Ramu, A. and Murugan, S., 2018. Social Aware Cognitive Radio Networks:
Effectiveness of Social Networks as a Strategic Tool for Organizational Business
Management. In Social network analytics for contemporary business organizations (pp.
188-202). IGI Global.
Nuthall, P.L., 2018. Farm business management: the human factor. CABI.
Santoro, G. and et. al., 2019. Big data for business management in the retail
industry. Management Decision.
ONLINE
Women Business Leaders: Why So Few And How To Have More, 2018. [Online] Available
through: <https://www.forbes.com/sites/dennisjaffe/2018/10/25/women-business-leaders-
why-so-few-and-how-to-have-more/?sh=428b26832f42>.
We don't see women as leaders – and it's holding them back in our universities, 2020. [Online]
Available through:
<https://www.theguardian.com/higher-education-network/2017/dec/22/we-dont-see-
women-as-leaders-thats-why-so-few-are-university-chiefs>.
5