Still Stuck: Women and Leadership in the 21st Century

Session Submission Type: Panel Discussion

Short Description

This panel of accomplished individuals have worked on women’s issues their entire careers as educators, scholars, authors, administrators, trail-blazers, and women. Their reflections and experiences — about milestones and misses, attitudes and approaches, windows and walls — will frame consideration of the question: What needs to be done to accelerate the advancement of women’s leadership? Expect a lively and provocative conversation and don’t be surprised if you leave with a new commitment to becoming the leader you wish to see in the world!

Detailed Abstract

Our panel will examine the current status of women in society and ask why progress has been slow—even stalled. Participants will be leadership scholars/researchers, Barbara Kellerman, Deborah Rhode and Susan Madsen as well as former university president, Sherry Penney. Each has been active in the area of women’s rights and women's progress for her entire career. They have taught, mentored, and advised women, and Kellerman’s research, in particular, has shed light on where we are and need to be in leadership. Penney has led universities where the majority of faculty and trustees were men, but she helped create special opportunities for many women and people of color. All four panelists will offer suggestions related to how women should lead in the 21st century and what barriers they may continue to face.

Kellerman's recent books Hard Times (2014) and End of Leadership (2012) will inform our discussion on what and how leadership is changing. Rhode's 2016 book, Women and Leadership, provides an up to date summary of the status of women. In addition, Madsen's recent co-edited volumes (Women and Leadership in Higher Education, 2014; Women as Global Leaders, 2015; Women and Leadership Around the World, 2015) will provide insights into discussing how these issues may play out in various cultures and contexts. Penney's research on Gen X and Y (Next Generation Leadership, 2010) discusses barriers for emerging leaders and why these barriers remain.

Many women leaders have practiced an inclusive and collaborative leadership style. Panelists will address the challenges and opportunities for this approach in a century of significant worldwide problems characterized by ambiguity, uncertainty, complexity, constant change and even chaos. Will there be a movement to look again for the Great Man who can fix it? What might this mean for women advancing into leadership positions?


In 1848, at the first U.S. women’s rights convention in Seneca Falls, New York, the women developed a list of grievances—actions that needed to be taken on behalf of women. The vote did not come until 1920--72 years after the demand. Equal access to pay and non-discrimination in hiring legislation was passed in the 60’s along with access to the professions, and Title IX in 1972 opened up educational opportunities and prohibited discrimination in athletics, hiring, financial aid, admissions and other areas of higher education. The Roe v. Wade decision from the Supreme Count in 1973 was added to the list. Many of the Boomer women, who fought these battles, thought that women’s rights had come a long way and that society worldwide would benefit anew from the qualities that women exhibited. Women's efforts would be positively viewed throughout societies. Recent research shows that having more women on boards of directors and in senior positions benefits the business.

Yet women’s achievement of leadership positions throughout society has lagged. While women may have particular skills at inclusive and collaborative leadership, such qualities often become a double bind for them. They are seen as collaborative, but maybe too soft—not strong or tough enough for hard times. However, those very qualities of inclusiveness, collaboration, empathy and generosity of spirit are ones that will be needed for successful 21st century leaders. In addition, we will discuss the role of current leadership development programs in addressing the issues for the 21st Century. What, if anything, needs to change to meet the challenges?

Gen X and Gen Y women relate stories of facing many of the same barriers as their mothers or even grandmothers. They know that there has been progress in some areas, but they are frustrated and often feel alone as they try to manage the challenges they face. When they meet with senior women, they ask "what happened?” Why is it still so hard for women to assume and be successful in leadership roles? What are the major barriers? How can they be addressed so that women’s talents are utilized? Penney will conduct focus groups in spring 2016 with Gen X and Y women to update earlier research in this area and ascertain current insights concerning barriers to advancement.


Outcomes that we hope to achieve at the end of the panel presentation and discussion:

What will 21st century leadership require from women leaders?
What new approaches should be considered? How will these affect women?
How can women successfully fill leadership roles now and in the future?

Sub Unit

• Leadership Development

Chair

• Cheryl Getz, University of San Diego

Presenters

• Sherry H. Penney, UMass Boston

• Barbara Kellerman, Harvard University

• Deborah L. Rhode, Stanford University

• Susan R. Madsen, Utah Valley University