1 / 12

The Absence of women in leadership in the united states

This article explores the underrepresentation of women in leadership roles in the United States. It discusses the lack of female presidents and vice presidents, low percentages of women in Congress, and the limited number of women CEOs in Fortune 500 companies. The article also examines the impact of gender diversity on organizational success.

pauljsmith
Télécharger la présentation

The Absence of women in leadership in the united states

An Image/Link below is provided (as is) to download presentation Download Policy: Content on the Website is provided to you AS IS for your information and personal use and may not be sold / licensed / shared on other websites without getting consent from its author. Content is provided to you AS IS for your information and personal use only. Download presentation by click this link. While downloading, if for some reason you are not able to download a presentation, the publisher may have deleted the file from their server. During download, if you can't get a presentation, the file might be deleted by the publisher.

E N D

Presentation Transcript

  1. The Absence of women in leadership in the united states Melinda Hall

  2. College Graduation Rates • Undergraduate Degrees • Women earn more degrees then men (Sandberg, 2013). • Graduate Degrees • Women earn 60% of all Master’s degrees (Northouse, 2016). • Women earned 45% of MBA’s (United States Census Bureau, 2012) Source: (United States Department of Education, 2015)

  3. Workplace Representation Percentage of the population actively working or seeking work by gender Leadership Desire Percentage of the population desiring a leadership position by gender Source: (United States Bureau of Labor Statistics, 2016) Source: (Gallup, 2016)

  4. “Men Still Run the World.” Sandberg (2013) • 17 Countries are run by women • The United States has never had a female President or Vice President • 20% of international parliaments seats are held by women • The United States Congress is only 18% female (Sandberg, 2013) • Fortune 500 Company CEO’s • 26 or 5.2% are women (2014) • Fortune 500 Board Members • 16.9% are women (2013) (Pew Research Center, 2015)

  5. The decisions that have the greatest impact on our world are still made in Congress and in executive suites around the country. The hard truth is that in those environments, women are not represented equally. When women are not represented equally, the voices and opinions of half of the United States population are not being heard.(Sandberg, 2013)

  6. Women Limit Their Own Potential Confidence Communication Men utilize a broad range of communication styles. Giving Orders Demanding Progress Reports Women face a double bind. Order and demanding = Bossy Asking or requesting = Not Aggressive Establish Good Working Relationships Call out others when witnessing the double bind. • Assessing Performance • Men-Slightly Higher • Women-Slightly Lower • Women are less effective at self promotion • Accurately assess your performance

  7. Encouraging Leadership in Women Mentors Sponsors An individual who will use their influence to advocate for you. Men and women equally view sponsorship as necessary for success. Women report fewer substantial interactions with senior employees. Women rely on all female networks, including sponsors. Women are not getting access to the senior leaders with the clout to influence their careers. An individual who will advise you in you professional career. • Junior females learn organizational or career specific skills that allow them to succeed in their career's. • Men need to actively mentor women, while actively guarding her reputation.

  8. Encouraging Leadership in WomenWomen’s Networks A group of women that meet regularly and are designed to help women advance in their careers. • Organization can create/sponsor networks • Value to Organization • Positive Cultural Changes, Retention of Qualified Women, Better Equipped Workforce • Value to Individual • Safe place for discussions with like-minded women

  9. Promoting Leadership in Adolescent Girls • Girl Serving Organizations • Organizations that only girls can participate in (Girl Scouts) • Ok to be powerful • Powerful women and girls can take action • Career Exploration • STEM & Business • Middle school girls want to make the world a better place & help others • Show how careers in STEM & Business can do this.

  10. Why Should Organizations Care? Gender Diversity Equals Increased Organizational Success • Female CEO’s are more conservative and as a result of their conservative beliefs, are less likely to lead their banks into default (Palvia, Vahamaa, and Vahamaa, 2014) • When women are at the helm of a company the company produces higher sales growth, increased institutional ownership, higher returns (ROI and ROA), and have higher market value then firms managed by men(Jalbert, Jalbert, and Furumo, 2013). • The presence of at least one female Director on the Board of Directors significantly reduced the chances that a financial restatement would be issued(Abbott, Parker, and Presley, 2012).

  11. Questions?

  12. References • Abbott, L. J., Parker, S., & Presley, T. J. (2012). Female board presence and the likelihood of financial restatement. Accounting Horizons. 26(4), 607-629. Retrieved from http://search.proquest.com/docview/1269155928?accountid=28644 • Gallup Staff. (2016). Women in America: Work and life well lived. Retrieved November 15, 2016, from http://www.gallup.com/reports/195359/women-america-work-life-lived-insights-businessleaders.aspx?utm_source=dotcom&utm_medium=editorial&utm_campaign=womensreportlaunch • Haveman, H., & Beresford, L. (2012). If you're so smart, why aren't you the boss? Explaining the persistent vertical gender gap in management. The Annals of the American Academy of Political and Social Science,639, 114-130. Retrieved from http://www.jstor.org/stable/41328593 • Jalbert, T., Jalbert, M., & Furumo, K. (2013). The relationship between CEO gender, financial performance, and financial management. Journal of Business & Economics Research. Web. 11(1), 25. Retrieved December 1, 2016, from http://search.proquest.com/docview/1418703829?accountid=28644 • Northouse, P.G. (2016). Leadership: Theory and practices. Thousand Oaks, CA: Sage. • Palvia, A., Vähämaa, E., & Vähämaa, S. (2015). Are female CEOs and chairwomen more conservative and risk averse? Evidence from the banking industry during the financial crisis. Journal of Business Ethics, 131(3), 577-594. doi: http://dx.doi.org/10.1007/s10551-014-2288-3 • Sandberg, S. (2013). Lean in: Women, work, and the will to lead. New York: Alfred A. Knopf. • Suh, M. (2015). Women CEO's in Fortune 500 companies, 1995-2014. Web. Retrieved November 15, 2016, from http://www.pewsocialtrends.org/chart/women-ceos-in-fortune-500-companies-1995-2014/ • United States Bureau of Labor Statistics. (2016). Employment status of the civilian non institutional population by age, sex, and race. Retrieved November 5, 2016, from www.bls.gov/cps/cpsaat03.pdf • United States Department of Education, National Center for Education Statistics, Integrated Postsecondary Education Data System (IPEDS). (2015). Graduation rates component; and IPEDS Fall 2008, Institutional Characteristics component. Web. Retrieved November 4, 2016, from https://nces.ed.gov/programs/digest/d15/tables/dt15_326.10.asp

More Related