What Factors Influence Women's Advancement to Top Management Positions? A Review of Recent Studies

What is it about?

This study looks at why there aren't more women in top positions at companies, such as executives or board members. While there's been a lot of talk about this, progress has been slow. The researchers in this study examined over a hundred different sources from 2009 to 2016 to figure out what helps or hinders a woman's career at this level. Research highlights that women's professional success is tied to two key factors: persistence and advancement. Successful women in their careers are those who consistently persevere without interrupting their career progression and are promoted to higher positions. Persistence, the first challenge discussed, is particularly significant for women aspiring to senior management roles. Women often face obstacles in male-dominated work environments, encounter inflexible office schedules, and struggle to balance family and work life, which can lead to early interruptions or abandonment of their careers. Returning to similar positions after such interruptions proves challenging, and many women fail to regain the same level of position and remuneration they had before. To address the persistence challenge, individuals are advised to prioritize their careers, seek support from partners and family, delegate tasks, and create a flexible work-life balance. Organizations can contribute by redefining job structures and remuneration to promote flexibility, implementing gender-inclusive performance evaluation systems, eliminating gender pay gaps, and offering intrapreneurial opportunities for women. The second challenge explored is advancement and promotion. Factors impacting women's advancement include individual skills and performance, such as strategic thinking, soft skills (e.g., adaptability, communication, leadership), negotiation abilities, and networking. Organizational factors, such as company culture, size, industry, and the presence of women in top management teams, also play a role in promoting women's careers. Government regulations can support cultural change and foster attitudes conducive to women in senior positions. It is important to recognize that factors influencing women's success in senior management are interconnected and dynamic. Persistence and advancement are mutually reinforcing, but as women climb the organizational ladder, the challenges and demands of higher positions increase. Therefore, persistence is crucial for advancement, but the difficulties faced by women also intensify. This is evident from the declining percentage of women as they progress up the organizational hierarchy in various industries. The findings from this research could be valuable to many people: women who want to rise in their careers, companies that want to have more gender diversity, and organizations or government bodies that aim to improve diversity overall. It provides a roadmap for how to create workplaces where talented women are more likely to stick around and climb to the top. The article provides a concise overview of the framework for senior management and its application to the Chilean context. This will uncover practical strategies to enhance women's representation in top-level management positions.

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Photo by Kenneth Sørensen on Unsplash

Photo by Kenneth Sørensen on Unsplash

Why is it important?

The article addresses a significant issue of gender inequality in the workplace, particularly at senior levels. Despite women making up a large proportion of the workforce, they are underrepresented in top management and boardroom positions. Understanding the barriers to their advancement can help in creating strategies to overcome these obstacles. Also, numerous studies have shown that diverse leadership leads to better decision-making and ultimately better business performance. Companies with women in top positions tend to perform better financially and have higher levels of employee satisfaction. This study has societal implications. Advancement of women in business can contribute to gender equality more broadly, impacting pay gaps, work-life balance, and societal norms around gender roles. Finally, the findings of this study can inform policy-making, both within organizations and at a governmental level, to ensure a fair and inclusive environment for all employees, regardless of gender. This can lead to a more equitable and productive society.

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