Inspirational women in business

In Lord Davies’s Women on Boards report in 2011, consultation findings indicated that the lack of female career role models acted as a barrier to women’s progression. The low number of successful female role models often adds to stereotypes and reinforces perceived difficulties in rising up the corporate ladder. In 2014, many inspiring business women at different career stages had interviews about their careers, leadership views and advice they could give to others

Women in Business

Brochure profiling successful Bryant alumnae

Women in Business

Brochure profiling successful Bryant alumnae. Bryant College has always been comitted to educating women for business leadership

Program Agenda - Symposium for the Advancement of Women in Business

A symposium devoted to creating a forum for discussing the expanding opportunities for women in business today

Women in Business Leadership

Abstract Female participation in business leadership, throughout the world, has traditionally been significantly less than their male counterparts. Various factors have been mentioned to be the cause of this issue. These include gender biases in the workplace and in cultural obligations, familial responsibilities, access to education, lack of female mentors and role models in leadership roles, as well as obstacles in advancement and gaps in compensation. It has been shown that gender bias is a strong motivator for the lack of female presence in business overall, but significantly so for leadership roles. Based on the expectations in our culture as well as many others, women have traditionally been regarded as caretakers of the home environment primarily and as less adept in “male-dominated” fields and roles. This paper seeks to define and discuss the current status for women in business leadership. This information will include the statistics for female representation in business leadership roles and board membership on a global scale and will include contrasting data for both male representation and for different countries. Additionally, gender biases and cultural differences and their effect on these statistics will be included, as well as other external and internal obstacles presented by both male and female alike. By examining the phenomenon of exclusion in this particular case, this paper will seek to find possible solutions to assist women’s participation in boards and as executives in the business world

Beyond the token status: Women in business consultancies in Germany

This article documents and analyzes the extent and structure of gender-related differences in employment conditions in the business consulting sector in Germany. Using a structural and actor-oriented approach, I tested the hypothesis that the (limited) career paths of women are attributable to the interaction of structural aspects of the sector and company-specific personnel policies. Analysis of the empirical material (e.g., interviews with executives in 40 consulting firms) points to the filter effects of structural factors (location, company size, consulting field, hierarchy level) as well as to certain components of corporate culture (performance assessment criteria, the role of informal networks, the ideology of extensive employee availability). Consequently, the main problem for women is not getting into business consulting, but coping with the substantial social costs of a long-term career in this field. -- Der Beitrag dokumentiert und analysiert Ausmaß und Struktur geschlechtsbezogener Unterschiede der Beschäftigungsbedingungen in der Branche Unternehmensberatung in Deutschland. Ausgehend von struktur- und akteursorientierten Ansätzen wird die These überprüft, dass die (begrenzten) Karrierewege von Frauen dem Zusammenspiel von strukturellen Merkmalen der Branche mit unternehmensspezifischen Personalpolitiken geschuldet sind. Die Auswertung der empirischen Materialien (u.a. Interviews mit Führungskräften in 40 Beratungsunternehmen) verweist auf die Filtereffekte von strukturellen Faktoren (Standort, Unternehmensgröße, Beratungsfeld, Hierarchie-Ebene), aber auch von Komponenten der Unternehmenskultur (Kriterien der Leistungsbeurteilung, Rolle informeller Netzwerke, Ideologie umfassender Verfügbarkeit). Somit erweist sich nicht der Zugang zur Branche als problematisch für Frauen, sondern die sozialen Kosten einer längerfristigen Karriere in diesem Feld.

Regulatory Barriers to Women in Business

Reducing gender inequality in the workplace is one of the most widely discussed global challenges. This paper inves-tigates empirically the impact of regulations on female participation in the private sector using panel data for a large sample of countries. The metrics examined include female ownership of businesses and female share of employment in non-agricultural sectors of the economy. The findings indicate that regulatory constraints tend to place a dispropor-tionate burden on women and shed new light on the interconnections between business regulations, firm creation, and women in the workforce.The views expressed by this article are those of the authors and do not reflect the official policy or position of the Na-tional Defense University, the Department of Defense, or the U.S. Government. The research was supported by a grant from the Charles Koch Foundation

Women in the Workforce: An In-Depth Analysis of Gender Roles and Compensation Inequity in the Modern Workplace

This paper explores the increase in participation and education of American women in the workforce with a special focus on women in business and accounting roles. The paper then goes on to discuss the wage gap between genders, how to remedy inequality in the workplace, and highlights several reasons why pursing a solution to gender inequality is beneficial for both the employee and the company