Conclusion:It is not as simple as breaking the glass ceiling - the key to promoting women in top leadership positions involves a system wide approach to break down several obstacles facing women throughout their careers.
Reference: Women and the Labyrinth of Leadership by A. Eagly & L. Carli, Harvard Business Review, September 2007. Reprints available from Harvard Business Review, www.hbr.org. For more information, contact Kevin Impelman at sales@batrushollweg.com for a copy.
Why This Article Is Important: Although women occupy more than 40% of managerial positions in the United States, only 6% of top leadership positions and only 2% of CEOs are women. Studies have highlighted the social and financial benefits of having women in top leadership positions; however organizations are slow to incorporate this practice. The glass ceiling metaphor used to describe the barrier women face to enter the top levels of an organization is misleading. A better description involves women navigating through a labyrinth of obstacles throughout their career. A long history of viewing leadership traits in masculine terms creates a double standard for women in which they must balance assertiveness with affection.
Major Findings: The authors list the following management interventions that will address the obstacles women face to reach top leadership positions:
Increase people's awareness of prejudice towards female leaders in their everyday work
Promote objective performance evaluations that are free from bias and favoritism
Use open-recruiting tools, rather than relying on informal social networks to fill positions
Ensure multiple women are represented in teams and executive positions – it is easy for women to be stereotyped or ignored when they are the sole female in a working environment
Provide mentors and networks for women to build their visibility and credibility in the organization
Provide developmental assignments for women that include challenging assignments and line management responsibilities
Establish family-friendly human resource practices – encourage male participation in these benefits as well
Welcome women back when they return to the workforce – establish an "alumni" network
What Does It Mean To You? a) Your current diversity initiatives may not be addressing the many obstacles women face throughout their career; b) There are many practical steps that an organization can take to begin eroding the cultural barriers that prevent women from reaching top leadership positions and c) Creating an executive suite that represents a diverse perspective, and one closer to that of your customers, can lead to financial success and sustainability.
