Abstract

A general survey on the business world will reveal an increased number of women in top

leadership positions in the business world. But even with this development, parity between men

and women in these capacities is however not expected to be attained in the next few decades.

Women are underrepresented at the very-high leadership and management roles here in the

United States and the whole world in general. The achievement of those women who have

broken the glass ceiling cannot be looked down upon. This study examines the progression of

women in the United States and in the world in general and the factors that have stood in the way

of women progression. This paper takes an in depth study of the hidden barriers prevalent in the

United States business sector. Also examined is the male side and the advantages that come with

being a man in the workplace, the gender wage gap and the work life balance that women must

consider before taking up these roles. Coming from a generation where women were once

regarded as property, theirs is a great achievement that should be lauded but even then a lot more

needs to be done before gender parity is achieved.

Overcoming the Struggle for Equal rights and the Business Evolution of Women

The early 20th century industrialization and urbanization revolution propelled women into

the business world but a century later, progression opportunities for women from just

participants to business leaders has been limited. Women have had to fight gender discrimination

at the work place where certain jobs were and continue to be heavily inclined towards men.

Women have suffered from lack of independence in economic matters, choice of education and

decision making (Kabeer, 1999). Gender discrimination at the school-age level is what set the

stage for biasing choices in their future careers. The discrimination has also been extended to

include remuneration where a woman is likely to earn a lesser amount than a male colleague in
the same job ground. According to a report r by Charlotte (2015) as of December 2014, an

American woman was hypothetically required to continue working for an extra 4 months and 14

days to be able to equal the amount earned by a male colleague for the whole of 2014.

Culture is attributed to having given rise to the traditional discrimination of women. Culture

dictated women behaviors, what was expected of them and what was meant or not meant for

them (Kiamba 2008). While these cultures were not as strong in the United States, in some

societies some of these outdated cultures continue to strongly influence women lives to date. For

these reason women were largely perceived as subordinates, denied the right to education and

their role in the society was limited to home chores. As subordinates, women were not supposed

to lead over men. Leadership and authority was the sole mandate of men and women were bound

to obey their authority without questioning. These perceptions though not as dominant today are

still held as of today.

Through human rights groups, women groups and affirmative action, the role of women

in the society and in leadership is more recognized today. Women are playing an increasing and

significant role in todays economy, and their salaries and spending capacity are critical to the

countrys economic well-being (Johns, 2013). Women have progressively risen to the top of the

business world and hold executive roles in multinational companies. Equal education rights

appear to have been achieved in the United States propelling women into greater heights.

Women have also found the work life-balance and are no longer afraid of taking up these roles.

Equal rights are still not yet universal but notable progress has been made.

Recommendations to Ending Gender-Based discrimination at the work place

 In the continued bid for parity, organizations have the greatest role to play in eliminating

gender-based discrimination. Business organizations can promote career progression of women

by increased hiring of women, retention and having policies that help promote the work-life

balance such as adjustable work workers for new mothers. Promote the examination suggests

that the family-accommodating, or work-life, arrangements should be intended to help

representatives looked with adjusting the contending requests of work and family in todays fast

paced, complex business environment.

Regardless of being in a solid or more grounded position to lead, change and shape the

financial, social and political scene they are still more improbable than men to be related with

administration positions in circles, for example, legislative issues and business. The issue of

sexual orientation segregation in the work environment is no less despicable than racial or

religious separation and its disposal is key, not just as an issue of key human rights, yet in

addition as powerful and productive business practices. The aptitudes and skill of ladies are

fundamental to financial recuperation and development. Improving ladies' efficiency,

innovativeness and vitality is a win-win amusement for endeavors, laborers, governments and

social orders.

In conclusion, this study this study recommends that progressions among men are

indispensable with the end goal for ladies to accomplish full balance, they have to understand

that sexual orientation fairness is likewise to their greatest advantage.

Charlotte Alter. (2015) Here's the History of the Battle for Equal Pay for American Women.

Time. [Online] Available at: http://time.com/3774661/equal-pay-history/ Accessed

November 21, 2017

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Kabeer, N. (1999). Resources, agency, achievements: Reflections on the measurement of

women's empowerment. Development and change, 30(3), 435-464.

Kiamba, J. M. (2008). Women and leadership positions: Social and cultural barriers to

success. Wagadu: A Journal of Transnational Women's and Gender Studies, 6, 5.