The Importance Of Gender Diversity

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Over the years, the subject of gender-based barriers has continued to generate a high level of interest and stimulates robust debate across vertical sectors of management practice and academia due to its influence on career advancement and gender diversity. The topic elicits the interest of stakeholders in the private and public sectors because of its perceived limitations to women’s advancement to top teams. These challenges and their effect on Fortune 500 companies (F500) have become one of the most discussed and researched constructs in literature. There are divergent positions on the reasons for women’s absence in U.S. F500 top leadership. These views range from those who advocate male-dominance in top teams, including those backed by organizational…show more content…
A review of the studies selected for this dissertation demonstrated that most of the glass ceiling barriers were not easily addressed and resolved by practitioners and organizational policy makers due to their invisible nature (Eagly & Carli, 2008). Although, management stakeholders had initiated several private and public sector interventionist strategies to address these obstacles, the gender barrier issues continued to stall women’s promotion to the top. However, the identification of the glass ceiling barriers by Bryant in 1985 brought to fore a need for these stakeholders, including academic scholars, practitioners, government agencies, and F500 leaders, to propose palliative measures that could eliminate the ceilings that hindered the advancement of women to the top. The effect of the “invisible forces” , described by Bryant (1985) became evident as women began to discuss their limitations to accessing top jobs at work. Moreover, Eagly and Carli (2008) observed that F500 leadership could only address the gender-based issues in a few cases where the barriers became evident and stalled work processes. Therefore, scholars began to project an improvement in top team diversity following the above research findings and the efforts of government agencies to curtail its impact (USGC, 1995). From the above submittals, firms might be required to answer the question of how…show more content…
corporations. From 1991, the USGC (1995) received and reviewed thousands of complaints of discrimination against female workers and in conjunction with the GCA and other government agencies. By 1993, USGC (1995) reported that the number of complaints had increased significantly and demonstrated that the gender barrier issues were not abating. Moreover, USGC (1995) affirmed that the gender ceilings were prevalent in well-structured and large organizations. The USGC (1995) found that one of the possible solutions to the gender barrier issue was to mandate a U.S. regulated agency to investigate and to analyze the gender issue while recommending implementable and enforceable solutions to practitioners on the
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