Women Executives Essay -- essays research papers

Wo workforce ExecutivesEven though women constitute 40% of tout ensemble administrators and administrative posts(up from 24% in 1976), they be still restricted in general to the middle and lowerpositions, and the senior take aims of management atomic number 18 almost all male domains.A 1990 study of the pop off Fortune 500 companies by Mary Ann Von Glinow of theUniversity of Southern California, showed that "women were only 2.6% of unified officers (the vice presidential level up)." Of the Fortune Service500, only 4.3% of the integrated officers were women - even though women are 6l%of all service workers.Even more disturbing is that these numbers gravel "shown little improvementin the 25 years that these statistics surrender been introduce". (University ofMichigan, Korn/Ferry International). What this means is that at the present rateof amplification, it exit be 475 years - or not until 2466 before women reachequality with men in the executive suite.T his scenario is not any better on corporate boards. Only 4.5% of theFortune 500 industrial directorships are held by women. On Fortune Service 500companies, 5.6% of corporate directors are women. The rate of increase is soslow that parity with men on corporate boards will not be achieved until theyear 2116 - or for 125 years. (The Feminist volume Foundation News MediaPublishing Inc., 1995)In 1980, only one charwoman held the rank of CEO of a Fortune 500 company. Thiswoman came into the tiptop management by inheriting the company from her father andhusband. In 1985, this executive was joined by a second woman who reached thetop - by founding the company she headed.Even though the newspapers are reporting that women have come a long wayand are successful in the corporate world, women are banging into a "glassceiling" that is "so subtle that it is transparent, yet so strong that itprevents women from moving up the corporate hierarchy". (Ann Morrison, TheFeminist Majo rity Foundation and News Media, Inc, 1955) Women can let on the high-level corporate positions but are unplowed from reaching the top. gibe toMorrison (http//www.feminist.org/research/ewb glass.ntml.) and her colleagues,the glass ceiling is not simply a obstacle for an individual, based on theperson/s inability to handle a higher-level job. Rather, the glass ceilingapplies to women as a group who are kept from advancing higher because th... ...mily, women are not as serious nearly their careers, womenare not suited for top management because they are not aggressive enough andlack the self confidence required for the top jobs - to mention a few.) Thesemyths seem work to keep women in their localise and to justify the lack ofprogress for women. Worse yet, these myths often place blasted on women ratherthan on sex discrimination.Men in corporate management tend not to perceive discrimation as a existingproblem, thereby making it virtually impossible to implement effective remed ies. albumen men have be problems encountered by women executives as insignificantcompared to how women ranked them. Therefore, without constant pressure fromthe outside and strong legal remedies, the very real problems of race and sexdiscrimination in the executive suite may never be adequately addressed. Eventhough feminists have fought to rig and vigorously enforce guidelines andlaws prohibiting sex discrimination in employment, women sense of smell they are a longway from equality in the ranks of American business. They feel that furthergains depend on getting more feminists into decision-making positions andcreating new strategies for change.