The lack of females working in leadership roles nationwide is staggering. According to CNN Money Report’s article “Still missing: Female business leaders,” only 14.2% of the top five leadership positions in S&P 500 companies were held by women in 2015 (Egan, 2015). Of those same companies, only 24 had a female CEO leading the business. The University of Missouri Institute of Public Policy also conducted a study on the status of women in Missouri in January 2015. The study focused on five lead indicators to measure women’s status: Employment & Income, Education & Child Care, Social & Economic, Health, and Leadership & Public Service. The University of Missouri study found women in Missouri who work full time earn $.71 for each dollar a
…show more content…
Since women are typically socialized into expressive roles and males into instrumental roles, females tend to gravitate towards supportive roles, whereas men gravitate towards task-oriented roles (Mooney, L.A., Knox, D., & Schacht, C.. 2015, pp. 316). This tends to play out where the male is a supervisor and female is the subordinate. This may also be due to women facing the “motherhood penalty,” where women find their career advancement opportunities to be affected negatively by the decision to start a family and take medical leave (Mooney, et al, 2015, pp. 321). An additional reason for the gap may be due to the fact many women feel their performance value is recognized less than their male counterparts. Job descriptions and performance evaluations rarely take into account “emotional work,” which includes caring for, negotiating, and empathizing with people (Mooney, et al, 2015, pp. 322). These skills are critical for leadership positions but are often overlooked, as they are not task-oriented or easy to measure. By ignoring the value of emotional work, some females are passed over for
Since women are typically socialized into expressive roles and males into instrumental roles, females tend to gravitate towards supportive roles, whereas men gravitate towards task-oriented roles (Mooney, L.A., Knox, D., & Schacht, C.. 2015, pp. 316). This tends to play out where the male is a supervisor and female is the subordinate. This may also be due to women facing the “motherhood penalty,” where women find their career advancement opportunities to be affected negatively by the decision to start a family and take medical leave (Mooney, et al, 2015, pp. 321). An additional reason for the gap may be due to the fact many women feel their performance value is recognized less than their male counterparts. Job descriptions and performance evaluations rarely take into account “emotional work,” which includes caring for, negotiating, and empathizing with people (Mooney, et al, 2015, pp. 322). These skills are critical for leadership positions but are often overlooked, as they are not task-oriented or easy to measure. By ignoring the value of emotional work, some females are passed over for