Women still face barriers in advancing to top leadership positions, though progress has been made. While some argue discrimination is to blame, research suggests women's own confidence and risk-aversion may also play a role. Notable women who have broken through the "glass ceiling" include the first female Chief Justice of India, first female Speaker of the Lok Sabha, and women who have held high-ranking positions in business, sports, law, politics, and space exploration. Perseverance is important for women pursuing their goals and aspirations.
The document discusses the glass ceiling phenomenon that limits the advancement of women into senior leadership positions in corporations. It provides background on the term "glass ceiling" and notes that while overt discrimination may not exist, barriers like unequal pay, lack of promotions, and gender stereotypes prevent women from advancing to the highest levels of organizations. Some ways to address this issue discussed are promoting diversity, flexible work policies, leadership training for women, and removing other barriers that disproportionately impact women.
The document discusses the glass ceiling phenomenon, which refers to invisible barriers that prevent qualified individuals from advancing further in their careers due to discrimination, most commonly based on gender or race. It notes that while laws have attempted to address gender discrimination, women still face challenges such as unequal pay, sexual harassment, and stereotyping when trying to advance to senior levels in companies. Some examples of women who have achieved success in top positions are provided. The document also discusses other related concepts like the "brass ceiling" faced by women in male-dominated fields like the military.
This document discusses various topics related to businesses going green, including definitions of key concepts like sustainable business and triple bottom line accounting. It provides examples of companies that have implemented green initiatives like ONGC in India and Walmart globally. The document also discusses theories around the obligations of businesses to consider environmental and social impacts and addresses criticisms of some companies' green claims.
The document discusses various forms of discrimination and violence faced by women throughout their lives in countries like India, Japan, Pakistan, and Bangladesh. It notes that women face issues like female feticide, child marriage, dowry deaths, rape, sexual harassment, domestic violence, and human trafficking. Despite laws against such crimes, enforcement remains a challenge. Empowering women through education and changing societal attitudes is seen as key to addressing these issues.
This document summarizes crime statistics related to crimes against women in India in 2010. It finds that reported crimes against women increased 4.8% from 2009 to a total of 2,13,585 cases. The most common crimes were cruelty by husband/relatives (44% of cases), molestation (19%), and kidnapping/abduction (13.9%). States with the highest reported crime rates against women were Tripura, Mizoram, and Bihar. The document analyzes trends and provides details on specific crimes like rape, dowry deaths, torture, and others.
The document discusses the roots of crimes against women in India. It covers 3 main factors: social, political, and economic. Socially, patriarchal structures and gender discrimination contribute. Politically, low women's representation and criminalization impact women. Economically, women face issues like non-inheritance of assets and dependence on men. Administrative measures like the Women's Reservation Bill aim to address these challenges. Suggested reforms focus on law implementation, education, and social movement building to reduce crimes against women in India.
1) The document discusses the opportunity for technology to improve organizational efficiency and transition economies into a "smart and clean world."
2) It argues that aggregate efficiency has stalled at around 22% for 30 years due to limitations of the Second Industrial Revolution, but that digitizing transport, energy, and communication through technologies like blockchain can help manage resources and increase efficiency.
3) Technologies like precision agriculture, cloud computing, robotics, and autonomous vehicles may allow for "dematerialization" and do more with fewer physical resources through effects like reduced waste and need for transportation/logistics infrastructure.
The Six Highest Performing B2B Blog Post FormatsBarry Feldman
If your B2B blogging goals include earning social media shares and backlinks to boost your search rankings, this infographic lists the size best approaches.
The document discusses the glass ceiling phenomenon that limits the advancement of women into senior leadership positions in corporations. It provides background on the term "glass ceiling" and notes that while overt discrimination may not exist, barriers like unequal pay, lack of promotions, and gender stereotypes prevent women from advancing to the highest levels of organizations. Some ways to address this issue discussed are promoting diversity, flexible work policies, leadership training for women, and removing other barriers that disproportionately impact women.
The document discusses the glass ceiling phenomenon, which refers to invisible barriers that prevent qualified individuals from advancing further in their careers due to discrimination, most commonly based on gender or race. It notes that while laws have attempted to address gender discrimination, women still face challenges such as unequal pay, sexual harassment, and stereotyping when trying to advance to senior levels in companies. Some examples of women who have achieved success in top positions are provided. The document also discusses other related concepts like the "brass ceiling" faced by women in male-dominated fields like the military.
This document discusses various topics related to businesses going green, including definitions of key concepts like sustainable business and triple bottom line accounting. It provides examples of companies that have implemented green initiatives like ONGC in India and Walmart globally. The document also discusses theories around the obligations of businesses to consider environmental and social impacts and addresses criticisms of some companies' green claims.
The document discusses various forms of discrimination and violence faced by women throughout their lives in countries like India, Japan, Pakistan, and Bangladesh. It notes that women face issues like female feticide, child marriage, dowry deaths, rape, sexual harassment, domestic violence, and human trafficking. Despite laws against such crimes, enforcement remains a challenge. Empowering women through education and changing societal attitudes is seen as key to addressing these issues.
This document summarizes crime statistics related to crimes against women in India in 2010. It finds that reported crimes against women increased 4.8% from 2009 to a total of 2,13,585 cases. The most common crimes were cruelty by husband/relatives (44% of cases), molestation (19%), and kidnapping/abduction (13.9%). States with the highest reported crime rates against women were Tripura, Mizoram, and Bihar. The document analyzes trends and provides details on specific crimes like rape, dowry deaths, torture, and others.
The document discusses the roots of crimes against women in India. It covers 3 main factors: social, political, and economic. Socially, patriarchal structures and gender discrimination contribute. Politically, low women's representation and criminalization impact women. Economically, women face issues like non-inheritance of assets and dependence on men. Administrative measures like the Women's Reservation Bill aim to address these challenges. Suggested reforms focus on law implementation, education, and social movement building to reduce crimes against women in India.
1) The document discusses the opportunity for technology to improve organizational efficiency and transition economies into a "smart and clean world."
2) It argues that aggregate efficiency has stalled at around 22% for 30 years due to limitations of the Second Industrial Revolution, but that digitizing transport, energy, and communication through technologies like blockchain can help manage resources and increase efficiency.
3) Technologies like precision agriculture, cloud computing, robotics, and autonomous vehicles may allow for "dematerialization" and do more with fewer physical resources through effects like reduced waste and need for transportation/logistics infrastructure.
The Six Highest Performing B2B Blog Post FormatsBarry Feldman
If your B2B blogging goals include earning social media shares and backlinks to boost your search rankings, this infographic lists the size best approaches.
The document discusses the glass ceiling phenomenon, which refers to an unofficial barrier that prevents women and minorities from advancing to higher level positions. It provides background on the glass ceiling, including definitions and statistics. It also outlines strategies to dismantle the glass ceiling, such as objective recruitment and promotion procedures and gender-sensitive policies. The document advocates for advancing women in the workplace through equal opportunity policies and diversity management.
some debate shit about women being leaders 1Alex Bong
The document discusses arguments for why women make better leaders than men. It provides examples of successful female leaders like Angela Merkel and Hillary Clinton who have high approval ratings. Research is cited showing that companies with more women in senior management and on their boards tend to be more profitable and outperform competitors. Characteristics common to talented female leaders are also outlined, including being comfortable with diversity, drawing on personal experiences, questioning hierarchies, and asking big picture questions. The document argues that the feminist movement is still needed to advocate for more equal representation of women in politics, business, and to address issues like lack of paternity leave. In conclusion, it maintains the position that science poses a threat to humanity if it crosses moral boundaries.
A recent study by global management consulting firm McKinsey and Company found that companies that are more gender diverse enjoy 15% better financial returns than those without women. Hear how Marcia Taylor transformed Bennett into a $266 million logistics and freight services powerhouse with a ‘we care’ motto that reaches customers through loyal employees. While women have traditionally been underrepresented in the specialized transportation industry, Ellen Voie explains how the trend is changing as more companies realize the practical benefits of hiring more women. Learn what practical steps you can take to change staffing practices and include more women in the specialized transportation workforce for greater success in all areas and levels of your company.
Moderator: Kim Yeager, Director of Marketing & Member Relations, Nevada Trucking Association
Speakers: Marcia Taylor, CEO, Bennett International Group
Ellen Voie, President & CEO, Women in Trucking
Glass ceiling refers to an unacknowledged barrier that prevents women from rising to positions of power within an organization, despite their qualifications. While everything appears transparent, there are invisible limits on how high women can climb the corporate hierarchy. The existence of a glass ceiling is still debated, as some argue discrimination and lack of family support hold women back, while others claim lack of commitment and prioritizing family over career are reasons few women reach executive levels. Both perspectives point to challenges women face in achieving leadership roles.
The document is the April 2015 issue of the Biz Divas Periodical. It includes articles on various topics related to women's empowerment, leadership, entrepreneurship, and social issues. Some of the article titles mentioned include "Hey Women, Take Control!!" about women taking control of personal finances, "Look Inside to Leap Outside" about promoting inclusion, and "I Inspire Leadership Awards" about honoring leaders working to empower women. The issue provides contact information for the publication and lists the founders, editor, and designers. It appears to be a monthly magazine focused on issues important to women professionals and leaders.
1. Despite progress, gender inequality still exists as women are paid less than men and face discrimination. In the 1970s, women made 59 cents for every dollar men made, and in 2010 they still only earned 77 cents to the dollar.
2. Women are underrepresented in leadership positions, making up only 4% of Fortune 500 CEOs despite outperforming men academically. Many women feel forced to choose between being liked or pursuing professional success due to gender stereotypes.
3. Discussing gender inequality helps identify opportunities to close the gap by addressing unconscious biases. Stereotypes introduced in childhood become self-fulfilling prophecies if not addressed.
The 10 Most Influential Women Business Leaders to Watch in 2022TheIncMagazine
Discover the game-changers and visionaries shaping the business landscape in 2022. Explore "The 10 Most Influential Women Business Leaders to Watch in 2022" and gain insights into the remarkable achievements and inspiring journeys of these trailblazing women. From innovative strategies to groundbreaking initiatives, witness their impact and learn from their expertise. Stay ahead of the curve and unlock the secrets to success as you follow the paths of these dynamic leaders. Don't miss this opportunity to be inspired by the next generation of influential women in business.
This document discusses women in leadership roles. It provides statistics on women currently holding leadership positions in government and business globally and locally in India. It also examines four key barriers faced by women leaders: prejudice, resistance to women's leadership, different leadership styles, and balancing family and work demands. Finally, it analyzes the strengths, weaknesses, opportunities and threats to women in leadership and concludes that while challenges remain, women have proven themselves as successful leaders across many fields.
The document discusses the glass ceiling, which refers to an unbreakable barrier that prevents minorities and women from advancing to upper-level positions in corporations regardless of their qualifications. While laws have attempted to outlaw discrimination, barriers such as male-dominated management, lack of anti-discrimination policies, and stereotypes still contribute to the existence of the glass ceiling. A few examples are given of successful Indian women who have broken through the glass ceiling, such as leaders at PepsiCo and Biocon, but statistics show that women remain underrepresented in top executive positions and political leadership worldwide.
What the Most Successful Women DO Differently: Advice for Rising LeadersEmilyBennington
The document summarizes the results of a survey of over 600 women executives about their career experiences and advice for rising leaders. Key findings include that communication, critical thinking, and initiative were the top skills seen as lacking in new graduates. Respondents emphasized the importance of staying engaged in their careers, developing a strong reputation through communication, and balancing being direct with likability. The top piece of advice was to actively work towards one's goals and circumstances.
Indra Nooyi, the CEO of PepsiCo, stated in an interview that she does not think women can have it all in reference to balancing a career and family. She said the biological clock and career clock are in total conflict. This viewpoint received both support and opposition from other business leaders. Supporters agreed it is difficult for executives to balance everything, while opponents argued Nooyi's comments were too broad and that how time is spent with children matters more than the amount of time. The challenges of the glass ceiling and lack of support for women who have children were also discussed.
You have a big incentive to invest in gender equality in your workplace. Not only is it the right thing to do, but organizations that leverage diversity also produce better results. Use these #LeanInTogether “Tips for Managers” to identify and fight back against gender bias in your workplace.
Irrespective of the existence of the Glass Ceiling, women at the workplace have more opportunities to reach the top. The focus needs to be on career moves that take you there. Unfortunately, very few women plan their career progression. The presentation offers career advancement strategies along with examples relevant to the Indian corporate scenario.
Women of Warwick- Breaking glass ceiling - Louise Redmond and Don Barratt-201...Warwick Business School
The document discusses breaking the glass ceiling and increasing gender diversity in leadership. It provides statistics showing the underrepresentation of women in various leadership roles historically and currently. It also outlines some of the barriers that have prevented more women from rising to senior levels, such as informal recruitment practices and a lack of female role models. Additionally, the document offers tips for how individual women can improve their chances of advancing in their careers and breaking through the glass ceiling.
The HR Revista 3rd issue - Womens' Standing in HR ProfessionChintan Trivedi
The HR Revista is a quarterly e-magazine published by the MHRM students and Alumni forum of Faculty of Social Work, The Maharaja Sayajirao University, Vadodara
Equality is not a women's issue – it's a business issue. The race is on for the gender equal boardroom, a gender equal government, gender equal media coverage, gender equal workplaces, gender equal sports coverage, more gender equality in health and wealth, and more...
Gender equality is essential for HM Health Solutionsy to thrive. Here's how we're championing equality in the workplace.
The document discusses the concept of the "glass ceiling" which refers to artificial barriers that prevent qualified women and minorities from advancing to senior management positions. It outlines some common barriers women face such as family responsibilities, male chauvinism, attitudes towards women, lack of opportunities, pay inequality, and job segregation. The document advocates for strategies to dismantle the glass ceiling like diversifying occupations, promoting shared family responsibilities, objective hiring and promotion practices, and gender-sensitive HR policies. It highlights the story of Pakistan's first female fighter pilot who has broken through the glass ceiling and is helping pave the way for greater representation of women in the country's military.
The glass ceiling refers to an unacknowledged discriminatory barrier that prevents women from rising to positions of power within an organization, despite their qualifications. While advancement may seem possible, an invisible barrier prevents further upward mobility. The term is most often used to describe the business world, where it is difficult for women to break through this glass ceiling. Reasons cited for its existence include male-dominated management, lack of anti-discrimination laws, and attitudes that preference men over equally qualified women. However, some high-profile women have attained top leadership roles, raising questions about whether the glass ceiling truly exists. The debate around glass ceilings in corporate and Asian contexts continues.
The document discusses the glass ceiling phenomenon, which refers to an unofficial barrier that prevents women and minorities from advancing to higher level positions. It provides background on the glass ceiling, including definitions and statistics. It also outlines strategies to dismantle the glass ceiling, such as objective recruitment and promotion procedures and gender-sensitive policies. The document advocates for advancing women in the workplace through equal opportunity policies and diversity management.
some debate shit about women being leaders 1Alex Bong
The document discusses arguments for why women make better leaders than men. It provides examples of successful female leaders like Angela Merkel and Hillary Clinton who have high approval ratings. Research is cited showing that companies with more women in senior management and on their boards tend to be more profitable and outperform competitors. Characteristics common to talented female leaders are also outlined, including being comfortable with diversity, drawing on personal experiences, questioning hierarchies, and asking big picture questions. The document argues that the feminist movement is still needed to advocate for more equal representation of women in politics, business, and to address issues like lack of paternity leave. In conclusion, it maintains the position that science poses a threat to humanity if it crosses moral boundaries.
A recent study by global management consulting firm McKinsey and Company found that companies that are more gender diverse enjoy 15% better financial returns than those without women. Hear how Marcia Taylor transformed Bennett into a $266 million logistics and freight services powerhouse with a ‘we care’ motto that reaches customers through loyal employees. While women have traditionally been underrepresented in the specialized transportation industry, Ellen Voie explains how the trend is changing as more companies realize the practical benefits of hiring more women. Learn what practical steps you can take to change staffing practices and include more women in the specialized transportation workforce for greater success in all areas and levels of your company.
Moderator: Kim Yeager, Director of Marketing & Member Relations, Nevada Trucking Association
Speakers: Marcia Taylor, CEO, Bennett International Group
Ellen Voie, President & CEO, Women in Trucking
Glass ceiling refers to an unacknowledged barrier that prevents women from rising to positions of power within an organization, despite their qualifications. While everything appears transparent, there are invisible limits on how high women can climb the corporate hierarchy. The existence of a glass ceiling is still debated, as some argue discrimination and lack of family support hold women back, while others claim lack of commitment and prioritizing family over career are reasons few women reach executive levels. Both perspectives point to challenges women face in achieving leadership roles.
The document is the April 2015 issue of the Biz Divas Periodical. It includes articles on various topics related to women's empowerment, leadership, entrepreneurship, and social issues. Some of the article titles mentioned include "Hey Women, Take Control!!" about women taking control of personal finances, "Look Inside to Leap Outside" about promoting inclusion, and "I Inspire Leadership Awards" about honoring leaders working to empower women. The issue provides contact information for the publication and lists the founders, editor, and designers. It appears to be a monthly magazine focused on issues important to women professionals and leaders.
1. Despite progress, gender inequality still exists as women are paid less than men and face discrimination. In the 1970s, women made 59 cents for every dollar men made, and in 2010 they still only earned 77 cents to the dollar.
2. Women are underrepresented in leadership positions, making up only 4% of Fortune 500 CEOs despite outperforming men academically. Many women feel forced to choose between being liked or pursuing professional success due to gender stereotypes.
3. Discussing gender inequality helps identify opportunities to close the gap by addressing unconscious biases. Stereotypes introduced in childhood become self-fulfilling prophecies if not addressed.
The 10 Most Influential Women Business Leaders to Watch in 2022TheIncMagazine
Discover the game-changers and visionaries shaping the business landscape in 2022. Explore "The 10 Most Influential Women Business Leaders to Watch in 2022" and gain insights into the remarkable achievements and inspiring journeys of these trailblazing women. From innovative strategies to groundbreaking initiatives, witness their impact and learn from their expertise. Stay ahead of the curve and unlock the secrets to success as you follow the paths of these dynamic leaders. Don't miss this opportunity to be inspired by the next generation of influential women in business.
This document discusses women in leadership roles. It provides statistics on women currently holding leadership positions in government and business globally and locally in India. It also examines four key barriers faced by women leaders: prejudice, resistance to women's leadership, different leadership styles, and balancing family and work demands. Finally, it analyzes the strengths, weaknesses, opportunities and threats to women in leadership and concludes that while challenges remain, women have proven themselves as successful leaders across many fields.
The document discusses the glass ceiling, which refers to an unbreakable barrier that prevents minorities and women from advancing to upper-level positions in corporations regardless of their qualifications. While laws have attempted to outlaw discrimination, barriers such as male-dominated management, lack of anti-discrimination policies, and stereotypes still contribute to the existence of the glass ceiling. A few examples are given of successful Indian women who have broken through the glass ceiling, such as leaders at PepsiCo and Biocon, but statistics show that women remain underrepresented in top executive positions and political leadership worldwide.
What the Most Successful Women DO Differently: Advice for Rising LeadersEmilyBennington
The document summarizes the results of a survey of over 600 women executives about their career experiences and advice for rising leaders. Key findings include that communication, critical thinking, and initiative were the top skills seen as lacking in new graduates. Respondents emphasized the importance of staying engaged in their careers, developing a strong reputation through communication, and balancing being direct with likability. The top piece of advice was to actively work towards one's goals and circumstances.
Indra Nooyi, the CEO of PepsiCo, stated in an interview that she does not think women can have it all in reference to balancing a career and family. She said the biological clock and career clock are in total conflict. This viewpoint received both support and opposition from other business leaders. Supporters agreed it is difficult for executives to balance everything, while opponents argued Nooyi's comments were too broad and that how time is spent with children matters more than the amount of time. The challenges of the glass ceiling and lack of support for women who have children were also discussed.
You have a big incentive to invest in gender equality in your workplace. Not only is it the right thing to do, but organizations that leverage diversity also produce better results. Use these #LeanInTogether “Tips for Managers” to identify and fight back against gender bias in your workplace.
Irrespective of the existence of the Glass Ceiling, women at the workplace have more opportunities to reach the top. The focus needs to be on career moves that take you there. Unfortunately, very few women plan their career progression. The presentation offers career advancement strategies along with examples relevant to the Indian corporate scenario.
Women of Warwick- Breaking glass ceiling - Louise Redmond and Don Barratt-201...Warwick Business School
The document discusses breaking the glass ceiling and increasing gender diversity in leadership. It provides statistics showing the underrepresentation of women in various leadership roles historically and currently. It also outlines some of the barriers that have prevented more women from rising to senior levels, such as informal recruitment practices and a lack of female role models. Additionally, the document offers tips for how individual women can improve their chances of advancing in their careers and breaking through the glass ceiling.
The HR Revista 3rd issue - Womens' Standing in HR ProfessionChintan Trivedi
The HR Revista is a quarterly e-magazine published by the MHRM students and Alumni forum of Faculty of Social Work, The Maharaja Sayajirao University, Vadodara
Equality is not a women's issue – it's a business issue. The race is on for the gender equal boardroom, a gender equal government, gender equal media coverage, gender equal workplaces, gender equal sports coverage, more gender equality in health and wealth, and more...
Gender equality is essential for HM Health Solutionsy to thrive. Here's how we're championing equality in the workplace.
The document discusses the concept of the "glass ceiling" which refers to artificial barriers that prevent qualified women and minorities from advancing to senior management positions. It outlines some common barriers women face such as family responsibilities, male chauvinism, attitudes towards women, lack of opportunities, pay inequality, and job segregation. The document advocates for strategies to dismantle the glass ceiling like diversifying occupations, promoting shared family responsibilities, objective hiring and promotion practices, and gender-sensitive HR policies. It highlights the story of Pakistan's first female fighter pilot who has broken through the glass ceiling and is helping pave the way for greater representation of women in the country's military.
The glass ceiling refers to an unacknowledged discriminatory barrier that prevents women from rising to positions of power within an organization, despite their qualifications. While advancement may seem possible, an invisible barrier prevents further upward mobility. The term is most often used to describe the business world, where it is difficult for women to break through this glass ceiling. Reasons cited for its existence include male-dominated management, lack of anti-discrimination laws, and attitudes that preference men over equally qualified women. However, some high-profile women have attained top leadership roles, raising questions about whether the glass ceiling truly exists. The debate around glass ceilings in corporate and Asian contexts continues.
3. Glass ceiling "People often say there is a glass ceiling. And my reflection on that is, it's just a thick layer of men.” - Laura Liswood, Secretary General of the Council of Woman World Leaders
5. Those who complain about glass ceilings should keep in mind that glass can be shattered if one strikes it hard enough and long enough.” - Russel Madden.
6. Myths applied to women in business * Women switch jobs more frequently than men.* Women would not work if economic reasons did not force them into the labor market.* Women fall apart in a crisis.* Women are too concerned with the social aspects of their jobs and cannot be trusted with important matters.* Women are more concerned than men about working conditions.* Women are not willing to travel extensively for the organization.* Women put their heart above their head, so at time they become over emotional.
7. The Glass Ceiling – Myth or Reality…? According to BreaktheGlassCeiling.com 97 percent of Fortune 100 companies have at least one woman on their boards and 188 companies in the Fortune 500 have two or more women directors; 34 companies have three or more women directors. And while 16 of 100 Senators are women – an all time high -- 74 women sit in the House of Representatives, including the first female Speaker of the House, Nancy Pelosi. 4-7
8. So why do women still have to fight for the right to advance to the top?
9. The Real Reason So Few Women Are in the Boardroom Commitment Too many employers believe that women will quit to begin a family or care for elderly parents; therefore, organizations are less likely to invest in a woman’s career, when in fact the lack of opportunity is quite often what pushes them away Wage Gap A Key reason men earn more than women is number-of-hours worked Exclusionism One of the biggest issues that women still face is the continuing issue of the “old boy’s club” and women’s exclusion from this network.
10. “In business, women have to be three times as good as men, in order to succeed…”
12. Glass ceiling could be all in your mind According a survey by management experts, the biggest obstacle on women’s climb to the top is their level of confidence - not their gender. The advance of women to company boardrooms is slowed not by discrimination but by the decisions of women workers themselves Only 30 percent of women under the age of 30 said they expect to become senior managers, it found - compared with 45 percent of men. Half of women managers said they have a high level confidence, against 70 percent of men. Some 73 percent of women say there is a glass ceiling limiting their prospects of promotion - but only 36 percent of women feel their own careers have been hindered. Only 38 percent of men said that they believe women are held back. Women feel a greater sense of risk around promotion, which leads to a more cautious approach to career opportunities.
24. Finally.. Be Determined… Not to crack, force open or break the glass ceiling, but rather to experience a graceful ascent based on choice, character, commitment, creativity, and circumstances. Not to aim for the ceiling, when the universe may be your limit. 4-18
25. Yes, the business world is still riddled with a variety of misconceptions, assumptions and historical biases towards women in the workplace. But just because there are still difficulties, doesn’t mean women should stop trying. It is important to for them to persevere and go for what they want because they just may find they can at least crack the glass ceiling.
28. Some examples MahilaGrihUdyog 7 ladies started in 1959: LizzatPappad Lakme Simon Tata Shipping coorporation Mrs. SumatiMorarji Exports Ms. Nina Mehrotra Herbal Heritage Ms. ShahnazHussain Balaji films EktaKapoor
29. NainaLalKidwai, Investment Banker Fortune magazine listed her as one of the world’s most powerful businesswomen in 2003. India Inc recognises her as one of its most powerful investment bankers. But Naina Lal Kidwai, HSBC’s deputy CEO, can’t be reduced to simple woman-banker equations; her professional vision transcends gender Naina Lal Kidwai was the first Indian woman to graduate from the Harvard Business School. Fortune magazine listed Kidwai among the World's Top 50 Corporate Women from 2000 to 2003. According to the Economic Times, she is the first woman to head the operations of a foreign bank in India (HSBC). Kidwai was awarded the Padma Shri this year
30. ManishaGirotraismanaging director and chairperson for Swiss bankUBS in India She is acknowledged as unsurpassable in her skills in corporate deals, mergers and acquisitions She has been involved in a number of high-profile acquisitions like the Vodafone-Hutch union, the IPCL-Reliance merger and the privatization of VSNL
31. In Parliament: Of course you know her. PratibhaPatilis the current and first female president of India. She started her career as a lawyer. However, she entered politics at a tender age of 27. She has an impeccable record of winning all the elections she has contested! Kudos to Pratibha!
32. In Armed Forces: Lieutenant General PunitaArorais the first Indian woman to have the title of Lieutenant General of the Indian Army. She was born in Lahore, pre-independence. However, during the partition, her family relocated to India. No wonder Punita has such high degrees of patriotism!
33. In Sports: JhulanGoswamiis an all rounder cricketer known for her batting as well as bowling skills. Presently, the captain of the Indian women’s Cricket Team. Jhulan had led the Indian team to win their first test series, in 2006-07, in England. This skillful cricketer has also earned herself the ICC Women's Player of the Year title in 2007
34. In Law: Justice FathimaBeevifrom Kerala, was the first female judge to be appointed to the Supreme court. She wasn’t just the first Supreme court female judge in India, but also in Asia! After retiring from her post as a judge, she became the Governor of Tamil Nadu! Now that's one heck of a successful career, don't you think?
35. Meira Kumar (born March 31, 1945) is an Indian politician and a five time Member of Parliament. She was elected unopposed as the first woman Speaker of LokSabha on 3 June 2009
36. Sunita Williams (born September 19, 1965) is a United States Naval officer and a NASA She holds the record of the longest spaceflight (195 days) for female space travelers astronaut