When it comes to the primary reasons behind women’s underrepresentation in leadership positions, there are many. One issue we must contend with regarding women and leadership positions is discrimination. For example, the textbook highlights women are not asking for what they want in the workplace (Northouse, 2015). Certainly an issue but not entirely the case. For example, when it comes to asking for raises an Australian study showed women were asking but not getting them as much as men. There are enough similarities to women in the United States when it comes to “career mobility” (Victor, 2016) to believe the issue widespread. If they are asking for but not receiving raises, could this likewise be an issue regarding higher positions?
There …show more content…
If one does not know where they stand in the company, how can they climb the proverbial ladder? In this respects, and according to a study highlighted by Harvard Business Review, praise given to women in the work environment is vague. Reviews given by male managers may include phrases such as, “you had a great year” does not tell the recipient what they did right or where they may need to improve. Meanwhile male subordinates will be provided far more thorough information and direction. Again this highlights discrimination against women in the work place (Correll & Simard, …show more content…
We’ve generations of discriminatory practices by the general population, in treatment of ourselves as women, and our treatment of other women. Studies may show the rewards of equal partnership in the home, likewise the book stipulates equality amongst domestic chores as an aid (Northouse, 2015) but if men are not accepting this as an imperative – it won’t do any good. Think of the “He for She” campaign founded by actress Emma Watson which urges men and boys to advocate for gender equality (UNWomen, 2014). Her message before the United Nations immediately came under fire for not addressing male discrimination (Young, 2014). This imbalance was pointed out by another woman, I might add, but entirely misses the point of the campaign, lessens the urgency, and does nothing for the problem given the enormity of discrimination again
There …show more content…
If one does not know where they stand in the company, how can they climb the proverbial ladder? In this respects, and according to a study highlighted by Harvard Business Review, praise given to women in the work environment is vague. Reviews given by male managers may include phrases such as, “you had a great year” does not tell the recipient what they did right or where they may need to improve. Meanwhile male subordinates will be provided far more thorough information and direction. Again this highlights discrimination against women in the work place (Correll & Simard, …show more content…
We’ve generations of discriminatory practices by the general population, in treatment of ourselves as women, and our treatment of other women. Studies may show the rewards of equal partnership in the home, likewise the book stipulates equality amongst domestic chores as an aid (Northouse, 2015) but if men are not accepting this as an imperative – it won’t do any good. Think of the “He for She” campaign founded by actress Emma Watson which urges men and boys to advocate for gender equality (UNWomen, 2014). Her message before the United Nations immediately came under fire for not addressing male discrimination (Young, 2014). This imbalance was pointed out by another woman, I might add, but entirely misses the point of the campaign, lessens the urgency, and does nothing for the problem given the enormity of discrimination again