Negative Disadvantages Of Women

It is easy to take a quick look at our world and see no trace of sexism. Unfortunately, the statistics that surround this topic do no support that statement. Huffington Post reports that women make up only 21 of the S&P 500’s CEOs. This is only one example of the way sexism affects every woman’s life. In our society, sexism is still a terrible reality for women everywhere.

In the United States, study after study continues to show that women have fewer opportunities to advance in the workplace than men. These disadvantages are a result of society’s views of women in leadership positions and how women may view themselves in these roles. Women have been making progress in terms of equality in pay and job positions, but significant gaps remain. Women who strive to be promoted into higher levels of responsibility in their companies often meet resistance that prevents them from achieving the goal of a senior or executive level of management. This barrier is referred to as the “glass ceiling” and it is a controversial issue in our country today. The glass ceiling called this because women are able to see the higher level positions, but can reach them because of an intangible barrier. One can look at the Fortune 500 companies, which are the most successful companies in the U.S. in terms of revenue to see how few women are in leadership positions. Clearly, women are significantly underrepresented in these companies, as less than 5 percent of these companies have female chief executive officers (CEO) today (Dockterman 105). Providing the opportunity for women to move into management positions, like CEOs, would bring a unique talent and a new perspective on how the company can operate to perform better (Buckalew 147). The “glass ceiling” is a real obstacle that creates an intangible barrier that puts women at a disadvantage in advancing in a company.

Why are there not more women in the upper ranks of corporate America? Is it because women slow down or stop career plans to spend more time caring for family? Or possibly because they are just less ambitious than men and don’t have the confidence? Simple answer: No. Something else is occurring whilst on their way to the top. Women are not surrendering their vocations in huge numbers. Parenthood actually builds their craving for winning advancements; and women by large don 't lack of aspiration or certainty that they can use to go up against difficult tasks. Yet when asked whether they want a top role in their companies or industries, a majority of women say they would rather not grab the brass ring.

It is easy to make a case to pass legislation for a quota for women on corporate boards. There is statistical data showing a difference in pay between men and women. Women often hit a ‘glass-ceiling’ when it comes to promotions in the workplace; and even when they are able to progress, it is often more difficult than men. Women lack a female mentor in the workplace to sponsor them because women who are in a position of power are afraid of losing that position. According to the text, “women who have achieved positions of power in male-dominated environments may fear competition from other women and actively work to undermine them” (Allard & Harvey, 2015). Lastly, on a global scale, four prominent countries (Norway, Finland, France, and Italy) have already passed legislation involving quotas for women in corporate positions (Allard & Harvey, 2015).

They believe they will let their emotions get the best of them in the decisions they make when it comes to leading a huge money making business. They feel women are less risk takers and in the business world it’s all about taking risks. Even though this can bring about new ideas and much more stability for workers as a whole. The individuals sitting upon the board of shareholders look towards making the fast money, so they believe women won’t lead them to that goal. The main objective for corporations is to make financial gains and increase net worth. She stated, “Weak, emotional, hysterical, gullible, dependent, and poor at math are a few of the common negative stereotypes about women so corporate CEO’s are reluctant to place a female in a seat of great power within a company. Gender stereotypes are hard to break, and like it or not, we are all prone to engaging in stereotyping at one time or another. As a society, we need to continue to encourage people to go beyond stereotypes and recognize the contributions that each individual, male or female, can make to the workplace (Galarza,

This myth has been perpetuated throughout history and in result; we have barriers such as the glass ceiling in existence. If we were to pull up a list of the Board of Directors for any given company, the probability of it being a predominately male group is high. This notion alone shows how companies have continued to dwell in olds days where men are considered more capable than women. The Glass ceiling effect has continued to place barriers against women endeavor in achieving success in their careers and participation in their work place. Women have not been able to realize their potential in their work places since they are not offered equal chances as compared to their men counterparts who enjoy great opportunities in organizations. The fact that an organization is ran by men, may cause an adverse effect on the performance of men. Obviously, a man thinks differently than a woman. It is likely that a decision made by men only is likely to ignore the interests of women in the organization. This creates a domino effect because it affects the woman’s performance in business since they only get limited chances to learn, and limited job assignments that will enhance their skills. Hence, low or limited skills and experience will lower their overall

This skewed representation has raised many alarms in outside circles on why the tech industry deals with such uniformity. In the show Silicon Valley this stereotype of women not being leaders is subtly perpetuated throughout the series. In episode one we are introduced to two companies that are competing against each other. The first company is Hooli incorporated which has a male CEO, looking closely in the boardroom the only gender represented is male, however the only females present in the office are the female secretaries. The same uniformity is present in the competing firm, male CEO, male president, male board members, and female secretary. Throughout the entire first season not one woman holds a position in leadership, and when we are introduced to a female character she usually holds a position working as an assistant to one of the male characters. Silicon Valley deals with the issue of not injecting women into higher power position, unfortunately many of these stereotypes are found in many industries around the world. The portrayal of women as being incapable of being good leaders leads to a male dominated managerial system. A study conducted by the Wall Street Journal finds that “Only ten percent of directors at Silicon Valley are women.” (Wells 2) this glass ceiling keeps women from reaching position that they are fully qualified for, just because they are perceived to be ineffective

“According to the Center for American Progress, women “are only 14.6 percent of executive officers, 8.1 percent of top earners, and 4.6 percent of Fortune 500 CEOs.” And even though they comprise the majority of the labor force in the financial services and healthcare industries, not a single woman in these fields is head honcho of her company“(Hawaii Free Press, page 1). Women have less authoritative power when it comes to the employment field. More women than men are employed in the labor force, yet majority of the most powerful employers are men. This gender gap seems to be more than just a coincidence. This is one of the results of sexism in the America. Gender gaps in the job market are not the biggest problem of sexism because violence against women still lingers around the United

For centuries women have always strived to be as equal and superior as men. From shifting themselves as the careful house wife attending to the children, to helping out in factories and serving in war during the early 1900’s. Then eventually women received the right to vote. Women then began to receive and further their education, becoming professionals like men were. The past century has been a century where women have been catching up to men proving to be just as superior as men.

Feminism is the belief that people of all different backgrounds should be treated justly and fairly. Feminists believe that all people deserve equal pay to those in the same job. Otherwise put, “Feminism is an interdisciplinary approach to issues of equality and equity based on gender, gender expression, gender identity, sex, and sexuality as understood through social theories and political activism.” (EKU “What is Feminism?”) Such as, if a man in the same job doing the same things as a woman in that same job, they should be treated as equals. They should both earn the same amount of money for the job that they do. However, the wage gap is pushing this away from well-working women. If a man earns one dollar, a woman today earns just seventy-nine cents. This is unacceptable in many ways. Women are no different from men. They both can be hardworking and loyal employees. Sexism in the workplace is pushing single mothers and women back farther to being able to support themselves and support their families.

In the recent years, many women have made progress in obtaining jobs as CEO’s of major companies, hold seats on the board of directors, and many other high profile positions however, the percentage of women and minorities that hold these positions are very low in comparison to males hence, the glass ceiling remains. The term Glass Ceiling is the “unseen, yet unbreachable barrier that keeps minorities and women from rising to the upper rings of the corporate ladder, regardless of their qualifications or achievements” (Glass Ceiling Commission, 1995). Stereotypes and biases have created an image that women are not capable of effectively filling the role of managerial jobs. In 1995, Glass Ceiling Commission noted that women filled only 3 to

Inequalities has been around for many years; from slaves, to the inequalities of women. Throughout the decades, women have been fighting the injustices they face in the workplace, household, and other places. The feminist movement was able to transform the role of the traditional woman. Woman were just thought as stay at home mom, who would just take care of their kids, cook, and clean. Once the feminist movement started to gain momentum and cause woman to believe they could be a mother and also have a steady career.

As job potential has changed significantly for women, the income gap has not. The income gap averages out to every dollar a man makes, a woman makes 77 cents (Goldmacher). The National Journal did a survey on CEOs of nonprofit organizations in Washington found that, “women made up just 22 percent of the 644 current and former CEOs… and those female executives were generally paid less than their male counterparts” (Goldmacher). One of the speculated reasons that women are less likely to be in these CEO positions goes back to the fact that they have to adhere to their children (Goldmacher). Consequently, balancing child duties and a high responsibility occupation would be difficult (Goldmacher). Women are a big percentage of low income CEOs because, “men more often run the largest groups: 34 percent of men headed groups that collected more than $50 million, versus only 23 percent of women who ran groups of that size” (Goldmacher). Women are also more inclined to work for organizations that are in the lower income spectrums (Goldmacher). For example, there are more women in charge of businesses that deal with public-interest, art, or education while men are prominently controlling businesses in regards to finance and banking which account for the higher paying companies (Goldmacher). Women are said to be tied to these type of organizations not because of gender roles, but because they want to be a part of something they feel connected to (Goldmacher). As women continue

Even though numbers are slowly rising in the United States, there are still more men in executive positions than women. According to one survey, female workers only made up 43% of legislators, senior managers, and senior officials whereas male workers made up 57%. In congress, congresswomen make up only 17% of representation compared to congressmen making up 83% (Ferrante, 2011, p. 312). Gender stratification is one explanation for the tremendous gap. Ferrante (2011) describes gender stratification as the unequal distribution of opportunities and resources amongst male and female employees. (p. 311) For example, male workers have an increased opportunity to receive a promotion than a female worker. According to Tinsley (2013), women are more likely to receive executive positions when a company is doing well, rather than when a company is suffering. Some companies stereotype that women workers will leave the workforce soon to bear children, limiting their chances of achieving executive status (Ferrante, 2011, p. 316).

“The wage gap has narrowed by more than one-third since 1960”(Hegewisch, 2010) and “the share of companies with female CEOs increased more than six-fold” (Warner, 2014) since 1997. As well as the truth that men and women’s earnings differ for many other reasons besides the presence of sexism. “Discrimination in labor market, in education/retiring programs, unequal societal norms at home and the constrained decisions men and women make about work and home issues” (Hegewisch, 2010) are also factors that can contribute to the unequal treatment of man and women in the workplace. Yet even with most of these variables removed women are still being paid less than men, sexually harassed in the workplace and hold very little managerial positions.