Fewer Women in Leadership Positions.
Context:
LinkedIn’s Economic Graph data shows that representation of women across the workforce has declined from 27.3% in 2022 to 26.3% in 2024.
More on News:
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- Promoting women to senior and leadership roles has stagnated around 18% since 2021.
- Companies Act, 2013, which mandates women directors on company boards, are not being followed strictly.
- 2018 and December 2023, 507 companies were fined for flouting this norm.
More about the report:
- Most women in senior positions are employed in sectors such as healthcare, education, administration, and support services.
- The number of women employed across all positions is poor in the oil and gas industries manufacturing, construction.
- The entry and career progression of women were lowest in the oil, gas and mining, construction, utilities, wholesale, manufacturing, transportation and real estate sectors.
- Just 11%-14% of women in leadership roles in the above mentioned sectors.
- In administrative and support services, healthcare and hospitals, consumer services, government administration, and education, the share of women was between 22% and 30%.
For instance, in corporate America and Canada, women occupy only 28% of C-suite positions, and the number of women promoted to senior managerial roles is significantly lower.
- The share of women in senior positions was highest in the education sector (30%).
Reasons for low representation of Women in workforce: Limited Opportunities for Growth: Women often face limited opportunities for growth and advancement due to the “glass ceiling” and lack of mentorship.
- For instance, in corporate America and Canada, women occupy only 28% of C-suite positions, and the number of women promoted to senior managerial roles is significantly lower.
- Pay scale differences: Men often prioritise the highest-paying offer, compared to women considering non-wage aspects like job proximity to home, flexible hours or remote work.
- In research, it was found that women are more willing than men to accept slightly lower wages for a shorter commute.
- Gender Stereotypes and Biases: Women are often seen as less competent in leadership roles due to gender stereotypes.
- For example, the “warmth-competence trade-off” suggests that women are viewed as either warmth (Fairness, Loyalty) or competent (Power or Status), but not both.
- Cultural and Social Norms: Cultural and social norms often discourage women from pursuing leadership roles.
- Employer behaviour, such as not promoting women or penalising them for maternity leave.
- Work life balance: Many women left the workforce due to family responsibilities, Childcare responsibilities and lack of childcare centres.
- The pandemic forced the closure of 16,000 childcare centers, further limiting accessibility and affordability.
Beti Bachao Beti Padhao: It ensures the protection, survival and education of the girl child. Rashtriya Mahila Kosh: It is an apex micro-finance organisation that provides micro-credit at concessional terms to poor women for various livelihood and income generating activities. Knowledge Involvement Research Advancement through Nurturing (KIRAN): Nari Shakti Vandan Act: Aimed at political empowerment of women and provides 33% reservation to women in Lok Sabha, Legislative assemblies. Mudra Yojana: Aimed at promoting entrepreneurship and providing financial support to micro and small enterprises. The scheme has a special focus on women entrepreneurs, as it aims to empower and promote women’s entrepreneurship in the country.
India’s Initiatives for women participation:
Launched in 2014-15, the scheme provides opportunities for women scientists in moving up the academic and administrative ladder.
About UN Women Strategic Plan 2022-2025
- Outlines the organisation’s vision for the next four years, focusing on achieving gender equality SDG 5 and the empowerment of all women and girls.
- The plan is guided by the Sustainable Development Goals (SDGs).
- Aims to leverage UN Women’s unique triple mandate of normative support, UN system coordination, and operational activities to drive change.
Key aspects of the plan include:
- Integrated Approaches: UN Women will focus on integrated approaches to address the root causes of inequality.
- Systemic Outcomes: The plan identifies seven systemic outcomes that UN Women aims to achieve:
- Ending violence against women
- Women’s economic empowerment
- Governance and participation in public life
- Women, peace and security
- Humanitarian action and disaster risk reduction
- Women’s leadership and participation in decision-making
- Women’s rights and gender equality in law and policy
Gender Equality Advisory Council Recommendations for comprehensive policy action in gender quality:
- Health Policies: Governments should support and promote universal access to sexual and reproductive health, aiming for long and healthy lives for all.
- Equality in Education: Addressing gaps in skills and the quality of education, particularly in fields like STEM, will empower women and girls in the digital age.
- Work-life Balance and Support for Families: Policies and services addressing work-life balance, including affordable quality childcare, parental leave schemes, and flexible working arrangements, should be invested in.
- Women’s Equal Participation: Targets and action plans should be established to achieve gender parity in all spheres of public life, while discriminatory laws and regulations holding women back must be eliminated.
Violence Against Women: Implementing comprehensive measures focused on prevention, changing social norms, and eliminating discriminatory laws and policies is crucial.
