Women in Leadership

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Women in Leadership

Women are no less effective at leadership, committed to their jobs, or motivated for leadership roles than men.

Women are less likely to self-promote than men which may be one reason why there are not as many women in upper echelon leadership positions.

Women have less formal training and fewer devolopmental opportunities at work.

Women exceed in democratic or participatory styles, and they are more likely to use transformational leadership behaviors.

Women are devalued as leaders.

When women are compared to men in leadership roles that are typically masculine in nature.

Thesis: Promoting a richly diverse group of women into leadership roles will help make societal institutions, businesses, and governments more representative.

Women are confronted with cross-pressures to be more masculine and tough in leadership positions, but then they are labeled as "too manly."

The 2008 Presidential campaign is evidence of this.

Percentages show that there is inequality when it comes to women in leadership roles.

Women earn nearly 60% of all degrees, yet they only hold an average of 11.3 % of the upper echelon leadership roles within Fortune 500 companies

Women only hold 16.8% of our top government jobs

Problem: Women are under represented in leadership and devalued because of their style(s) of leadership.