The trend of women employed in top positions has been increasing with the changing demand for diversity of manpower in the labor market.
Several factors which include: positive attitudes towards working women, political, legal initiatives and an increase in the number of industries and opportunities for women to work have accounted for this trend. Even though this trend has been noted, there still other factors that hinder women from being effective managers such as discrimination, lack of mentorship opportunities, stereotyping by male counterparts, low job satisfaction, less payment, cultural and family issues.
Corporate culture is the main reason for women’s absence from management. Most of the organizations are not willing to consider parental leave policies. They are also unwilling to consider such issues of childcare facilities, flexible working hours, part-time work and career all of which are to enable women that have young children to have a better balance between work and family responsibility. The belief that masculine traits are considered managerial than feminine traits give women lower chances of securing a managerial post.
Aggressiveness, authoritativeness and a high degree of assertiveness are considered more important than the more ‘female’ characteristics of supportiveness, caring intrusiveness, and a collaborate participatory style of management.
Another factor hindering women progression in the workplace hierarchy is the traditional sex stereotyping of women as inactive and timid which is at odds with stereotypes of leadership where the indispensable qualities for success are soon as predominantly male attitudes (aggression, competitiveness, elusiveness, forcefulness) these stereotypes come up because of observation of successful role models who have .historically been male.