Pursuing Solutions Impeding the Advancement of Women in Leadership

• In Event: Interactive Roundtable Discussion Session

Short Description

Women of all ethnic backgrounds encounter certain stereotypes and barriers in their attempt to advance to a leadership position. These stereotypes and barriers are more evident in the advancement to senior level or C-suite positions in organizations. Rather than advancement based on fit, women encounter certain stereotypes and barriers that affect personal leader identity and the ability to be included. Ultimately, this can impact an institution’s effectiveness.

Detailed Abstract

An Interactive Roundtable Discussion (Scholarship-Based) for the stream “Advancing Women in Leadership” is proposed to explore solutions that may support the research findings from a doctoral research study. The research study examined the stereotypes, barriers, and issues with intersectionality encountered by African American women who aspire for positions in the C-suite (e.g., Chief Executive Officer (CEO), Chief Financial Officer (CFO), and Chief Operating Officer (COO) in corporate America. However, there is recognition that all women experience stereotypes and barriers that impede career aspirations to leadership positions including those in the C-suite. According to the Catalyst (2005) website, the stereotyping of women, in general, creates a loss opportunity cost in leveraging the potential of female leadership talent and sub-optimizes the talents of women in leadership positions. The loss opportunity may mean females may become discouraged from pursuing access to a leadership if they fear there is a risk of being evaluated against a negative stereotype rather than skills and abilities. Studies show women in senior leadership positions have a direct and positive impact on a company’s performance and profitability (Johns, 2013). Further support for women in senior level positions can be found in research conducted by Dezso and Ross (2012). Their research showed a positive correlation in company performance when there was a higher percentage of woman in senior level and CEO positions.

The problem is a significant social issue requiring the identification of possible solutions that can assist women in understanding and overcoming stereotypes and barriers. Further, it can provide information to assist institutions in identifying norms and behaviors that undermine equity in the workplace. According to Malveaux (2013), companies invest in diversity initiatives and programs but fail to address the internal reasons of why women do not reach leadership levels. The result is situations of exclusion, isolation and differential treatment in the workplace that are not compatible with the skills, knowledge, or abilities of females (Combs, 2003). Perceptions concerning employee competencies, cultural norms, and lack of movement in shattering the glass ceiling may encourage a company to remove barriers that inhibit women from entering positions of leadership. Diversity programs, the glass ceiling, and affirmative action policies are designed to eliminate the proliferation of denying access based on race or gender. American business could be missing a competitive advantage of the perspectives, intelligence, and creativity women can bring to the company. The institutional landscape has changed with the civil rights and women’s movements. Both movements changed the corporate and political fields toward the norm of equal opportunity (Dobbin, & Kim, 2011). The onset of federal legislation encouraged institutions to engage in the practices of diversity and inclusion that end restrictive practices for women pursuing leadership positions.
Cultural diversity is far reaching and addresses the fundamental ideology of institutions including values, beliefs, and assumptions. Defining diversity from a cultural perspective requires an examination of the mental models or images, paradigms, and assumptions that individuals have concerning people or institutions (Senge, 1992). An Interactive Roundtable Discussion based on the premise of the doctoral research study will be beneficial in obtaining the perspectives of women in general and a sharing of ideas to possible solutions that can benefit the leadership career trajectory of women.

Presenters

• Bonnie Matthews Ellis, University of Phoenix

• Patricia Munson, University of Phoenix