Problems Faced by Women in Organizations During Entry and Survival
Get the full solved assignment PDF of MGSE-007 of 2024-25 session now by clicking on above button.
Women have historically faced several barriers to entering and thriving in organizational settings. These barriers are deeply embedded in societal norms, institutional practices, and individual biases. Below, I discuss the major problems women face during the entry and survival phases in organizations, backed by quantitative data and case studies to highlight the prevalence of these issues.
1. Gender Bias and Discrimination During Entry
Problem: Women often encounter gender biases during the hiring process, making it more challenging for them to gain entry into many industries, especially those traditionally dominated by men. This bias can manifest in various ways, including unfair job expectations, stereotyping, and unequal opportunities for advancement.
Quantitative Data:
- According to McKinsey & Company’s “Women in the Workplace” report (2022), one in five women in the workforce report being passed over for promotions or job opportunities because of their gender.
- Glassdoor’s 2021 survey found that 40% of women reported experiencing gender discrimination during the hiring process.
- Women are often judged based on appearance or stereotypical assumptions about their capabilities. The Harvard Business Review states that men are 60% more likely to be hired for technical roles than women, even if their resumes are similar.
Case Study:
- Case Study: IBM: In 1956, IBM hired its first female programmers. Despite their competence, they were often relegated to less critical roles. Even today, women in STEM fields continue to face challenges related to bias and unequal hiring practices. As of 2020, women represented only 29% of the workforce in technology at major companies like Google, Facebook, and Microsoft.
2. Pay Gap and Unequal Compensation
Problem: Women entering organizations often face a significant gender pay gap compared to their male counterparts. Even when women occupy the same positions or perform similar tasks, they are frequently paid less.
Quantitative Data:
- According to UN Women’s Global Gender Gap Report (2023), the global gender pay gap stands at around 16%, meaning women earn, on average, 16% less than men for the same work.
- A World Economic Forum report (2022) found that women in the U.S. earn only 82 cents for every dollar men earn, and in the UK, the gender pay gap for full-time employees is 8.9%.
- A PayScale study revealed that women are less likely to negotiate salaries than men, with only 31% of women asking for a raise, compared to 44% of men.
Case Study:
- Case Study: Google (2017 Gender Pay Gap Lawsuit): In 2017, female employees of Google filed a class action lawsuit alleging that the company paid them less than male employees in comparable roles. Google has since addressed some pay equity issues, but the gender pay gap remains a persistent issue in tech companies.
3. Limited Career Advancement and Glass Ceiling
Problem: Once women enter organizations, they often encounter a glass ceiling—an invisible barrier that prevents them from advancing to top-level positions. Women are frequently excluded from key decision-making roles, leadership opportunities, and high-visibility assignments.
Quantitative Data:
- McKinsey & Company (2022) reported that women are 18% less likely than men to be promoted to managerial roles, and they face a 25% lower likelihood of being promoted into executive leadership positions.
- In India, women constitute only 15.5% of board members in listed companies, according to PwC’s “Women in Business” report (2020).
Case Study:
- Case Study: PepsiCo: PepsiCo has made significant strides in promoting women to leadership roles. As of 2020, Indra Nooyi served as the CEO, and several women hold top positions. However, women in lower-level roles across various industries still face significant barriers to leadership positions, and it takes much longer for them to rise through the ranks.
4. Work-Life Balance and Family Responsibilities
Problem: Women are more likely to face work-life balance challenges due to family responsibilities, such as childcare or eldercare. This pressure can lead to career interruptions, part-time work, or lack of advancement opportunities.
Quantitative Data:
- A Pew Research Center report (2021) found that 41% of women with children report that they had to make career sacrifices, compared to 27% of men with children.
- A Deloitte survey (2020) revealed that 50% of women in the workforce feel that the lack of flexible work options significantly affects their career progression.
- According to UN Women, women globally spend three times as much time on unpaid domestic and caregiving work as men.
Case Study:
- Case Study: The UK and Parental Leave Policies: In the UK, women are entitled to 52 weeks of maternity leave, but many women feel that taking this leave may affect their long-term career prospects. Despite laws promoting equality in the workplace, women often face career stagnation or diminished opportunities upon returning from maternity leave.
5. Sexual Harassment and Hostile Work Environments
Problem: Sexual harassment and hostile work environments are persistent problems for many women in the workplace. These environments not only create emotional and psychological harm but can also limit women’s opportunities for growth and career advancement.
Quantitative Data:
- A survey by the Equal Employment Opportunity Commission (EEOC) in the United States found that 75% of women have experienced some form of sexual harassment at work.
- In India, 66% of women reported experiencing sexual harassment at work, according to a 2018 report by the International Labour Organization (ILO).
Case Study:
- Case Study: Uber (2017): In 2017, Uber faced multiple allegations of sexual harassment, particularly concerning women employees in leadership roles. The company’s failure to address the issue led to the resignation of its CEO, Travis Kalanick, and significant restructuring efforts. The case underscores the long-standing issue of sexual harassment and the importance of creating safer, more equitable work environments for women.
6. Stereotyping and Gendered Roles
Problem: Women are often confined to gendered roles within organizations. These roles are typically lower-status, support-oriented positions that limit career progression and professional development. Stereotyping also affects perceptions of women’s leadership and decision-making capabilities.
Quantitative Data:
- Boston Consulting Group (2022) reported that 54% of women feel they are underestimated in their workplace, particularly in leadership capabilities, due to gender stereotypes.
- A UNDP report revealed that in the corporate world, women are often relegated to positions in human resources or administration, while men are more likely to hold leadership and technical roles.
Case Study:
- Case Study: Women in Finance: Women in the finance industry often face the challenge of being stereotyped into “nurturing” roles such as human resources or compliance, while men are more likely to take on investment or revenue-generating positions. Even when women break into investment banking or financial leadership, they face systemic challenges like bias in promotion and compensation, as seen in Goldman Sachs‘ internal study in 2020.
Conclusion
Women continue to face a multitude of barriers during their entry and survival phases in organizations. Despite the progress in gender equality, issues such as gender bias in hiring, pay gaps, glass ceilings, work-life balance challenges, sexual harassment, and stereotyping remain prevalent in many sectors. Addressing these problems requires policy changes, organizational reforms, and a commitment to creating inclusive and supportive work environments. Quantitative data and case studies highlight the importance of gender-sensitive organizational strategies, such as implementing pay equity audits, flexible work policies, and anti-harassment training, to ensure women’s equal participation and success in the workforce.