Women in Senior Positions in Major Corporations - Essay Example

There are very few women in senior positions in major corporations due to the choices women make rather than discrimination. How far do you agree with this statement? In today’s world we find that the majority of people in senior positions within major corporations are almost all men and only a small number of women become business leaders. Opinions on this situation are varied; some people believe that it is the result of discrimination within society, while others claim it is the choices women make that are a major cause of this situation. In my opinion both views are correct but there are also other factors that contribute to the small number of females in corporate management positions. Getting to the top is not easy and takes much dedication, hard work and know how, whether male or female, but it also helps to have a network of contacts (European Commission, 2010) within the chosen area of work, contacts that are therefore in the rights places and able to help a person climb the ladder of success; for decades this has been referred to as the ‘boys club’. Although self confidence, knowledge and drive are a prerequisite people also require a level of support or encouragement – somebody to urge them on when required or pat them on the back – somebody to reassure them that their objectives are attainable. This factor in itself would account for fewer women than men in higher positions, for if men occupy most of those positions then it is more likely that it is other males within the corporate arena they know and thus assist or mentor in some way. This is not discrimination in real terms it is more a case of ‘status quo’ (European Commission, 2010, p.7) and not an intentional bid by men to prevent women from entering the senior corporate domain. I think it is important to consider that men have always had role models but women do not, so it is more difficult for them to attain positions in the higher echelons. As time progresses and more women do reach top positions then the doors will open and future women will have female role models to look up to and aspire to; they will have their mentors and ‘girls club’ but this will take time, not because of discrimination, not because of choice but because of the fact that that’s the way it is. Another factor not attributable to discrimination or choice is the seemingly lack of information available to female personnel in relation to career advancement and its processes (European Commission, 2010). Again this may not be a case of discrimination but more a matter of what happens because of the lack of understanding and/or dissemination within organizations themselves. Perhaps it is more a matter of poor management than intended discrimination against women. Discrimination factors include barriers set by the ‘glass ceiling’ (The Economist, 2009) wherein a number of barriers based on the bias of companies and their organization, together with attitudes, prevent women from achieving corporate, high management positions. In fact “breaking free from middle management is the toughest challenge women still face” (Lang, 2010). These barriers, according to Lang (2010) include disparity in pay, but evidence in terms of statistics she provides only serve to illustrate disparity at low and middle management; no evidence is provided to indicate that there is disparity for the higher levels. It is difficult to accept that although unjust and discriminatory, lower and disproportionate rewards while climbing the ladder are a cause for women not reaching the top rung. Gender-based stereotypes however, are an issue that sets barriers for women at all levels of employment and within life itself. There appears to be two main types of stereotypes that act as barriers for women in the corporate world. One is the stereotypical attitudes that relate to labor divisions between men and women (European Commission, 2010); women are stereotypically considered as the home keepers and child carers while men are seen as the bread winners, even though in today’s world this is not always the case and more and more couples are changing places. Another common factor today is that many couples are now sharing responsibilities with both in the work force and maintaining the home. Nevertheless, stereotypical attitudes still prevail and the woman’s responsibility is considered to be that of raising the family and thus stimulates doubt on whether they are capable of juggling a high level and/or a high profile career and raising a family at the same time. Another kind of stereotype is based on the differences that men and women consider to be necessary prerequisites or talents (European Commission, 2010), in other words what it takes to be a business leader. The skills and abilities required are most often considered to be male attributes rather than those of women; this belief is not confined to men but many women have the same considerations. Many women themselves regard specific attributes being attributable to men and other to women even though in reality both genders have and are able to deal with similar environments and situations within the corporate world as well as life in general. Many women however, who are well aware of the organizational demands for promotion and the requirements of high level management positions and prefer not seek promotion but prefer to either remain in lower or middle management, just as some men do. Some prefer by choice to not take on extra responsibilities, not necessarily because they cannot or because they think it too much to handle while raising a family but simply because that is their preference. Many decide their career path either early before entering employment or while they are in a particular company. While it is often presumed that women leave or change positions rather than move up is because they do not have what it takes or that they are unable to contend with a man’s world, in reality the woman may be rejecting the way management is organized more than management itself (Liff & Ward, 2001); in other words, they fully comprehend the necessities for career advancement but decide it is not for them or may simply move companies. In summary, the enduring disparity between male and female employees at corporate senior levels is caused by discrimination in terms of outdated opinion about the varying roles that both women and men play in employment, by a woman’s own choice, by lack of information on career advancement and by lack of role models. Attitudes are changing in the name of progress within the corporate world but it is not easy to change the status quo. References European Commission (2010). More women in senior positions: key to economic stability and growth, European Union, Luxembourg: Publications office of the European Union. Retrieved from ec.europa.eu/social/BlobServlet?docId=4746&langId=en Lang, I. H. (2010). Featured guest on The Glass Ceiling (Economist debate Women: This house believes that women in the developed world have never had it so good, January, 2010) Retrieved from http://www.economist.com/debate/days/view/456. Liff, S. & Ward, K. (2001). Distorted views through the glass ceiling: the construction of women’s understandings of promotion and senior management positions, Gender, Work and Organization, vol.8 (1), p.19-36. Retrieved from The Glass Ceiling. (2009). The Economist, 5 May. Retrieved from http://www.economist.com/node/15793128. Read More