Why Do Few Women Advance to Leadership Positions?

Sunita Chugh and Punam Sahgal
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Sunita Chugh: Sunita Chugh is Fellow Scholar at Management Development Institute, Gurgaon, 122001. E-mail: fpm04_schugh@mdi.ac.in, sunita.chugh@gmail.com
Punam Sahgal: Punam Sahgal is Professor of OB at Indian Institute of Management, Lucknow, NOIDA Campus. E-mail: punam.sahgal@gmail.com; psahgal@iiml.ac.in

Global Business Review, 2007, vol. 8, issue 2, 351-365

Abstract: Women comprise a large segment of the available managerial talent across the globe, yet their representation at top level managerial positions in business and public administration, is rather obscure. The leadership prospect for women managers is a critical issue in gender equality and remains a researchable proposition. This article examines the literature of the last two decades on career advancement and leadership to unearth the impediments for women in management. Sex role orientation and the stereotyping of a manager's role as a masculine construct, along with the glass ceiling effect in organizations, are predominant themes that explain why so few women progress to positions of leadership and authority. The literature also points out that lack of career planning amongst women managers and their collaborative, power sharing management style, that are in sharp contrast to male managers, significantly influence women's advancement to the top echelons of management.

Date: 2007
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Persistent link: https://EconPapers.repec.org/RePEc:sae:globus:v:8:y:2007:i:2:p:351-365

DOI: 10.1177/097215090700800211

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