2. INTRODUCTION
Women have experienced discrimination both at home and at the community level. Although
gender inequality in many areas has been the subject of social research and activism for
decades, gender inequality in organizational leadership has been sadly ignored.
Gender inequality in the workplace is manifested in a variety of ways, such as job segregation,
gender-based inequality, and discrimination. The advancement of women in management
positions is not matched by an increase in the number of working women. there is a problem in
central management levels.
3. Objective
Explore the scope of the issue's impact on women managers' work and progress
in leadership positions.
Proposes possible strategies that can be used to increase women's participation in
leadership positions.
4. Research Methodology
• The study depends on Secondary sources of data, A temporal analysis of data based
on secondary sources and existing macro/micro studies, literature has been done to
assess the situation. For secondary data collection a framework and a list of sources
and materials were developed which was used for the analysis.
5. Data Analysis and Interpretation
Work family barriers:
• Lack of support results in conflict with career demands which leads to women delaying their
advancement into management or executive positions. A recent study on female managers in
South Africa found that whilst 93% of their husbands/partners supported their careers, only
% of the women had structured arrangements regarding the division of daily household tasks
and 10 % of the respondents received no assistance at all from their husbands/partners.
• These statistics indicate that women in most cases still assume primary responsibility for child
and home care
• Work-life balance is very difficult for women with young children especially when they try to
balance their role as the primary caregiver with additional responsibility in the organization
6. • Due to family and job responsibilities, women managers are at a disadvantage. Since family
needs more attention, women managers are forced to avoid overtime. Therefore, this idea is
supported that women are not involved in their job as much as their male counterparts.
Organizational culture:
Employers and female professionals agree that family responsibilities and a lack of flexibility in the
workplace are obstacles to women ‘s advancement. However, they do not see eye to eye on
several other factors According to recent study, women were more likely than their employers to
see an inhospitable organizational culture one that fosters stereotyping and assumptions about
women ‘s roles and abilities as a major obstacle.
Sexual harassment:
Sexual harassment has been identified as one of the most pervasive and serious problems female
employees experience in the workplace It devalues women ‘s abilities and slows down their
progress.
sexual harassment impacts on women in both the short and long term. In the short-term women
may lose Confidence and resign. In the long-term career progression is affected and gender
inequality is maintained in organizations.
7. • Therefore, in order to appreciate the social networking of women, it is paramount to understand
the socio-structural context of the society where they live, and more specifically as it affects their
organization.
