Gender Inequality and Top Positions in Business Industry

 By Nishu

"The share of women in senior and managerial positions remains low at 14.6% of these positions. Also, there are only 8.9% of firms with female top managers, the review pointed out, quoting the World Economic Forum’s global gender gap report 2021 brought out in March."

 Women are better educated and more active in the labour force than ever, and are increasingly working in managerial roles. Yet despite these gains, their representation in top positions in business still lags behind that of men.

 Gender inequality in the workplace takes many forms — unequal pay, disparity in promotions, incidents of sexual harassment, and racism. Often, it presents itself in more nuanced ways, like fewer opportunities for women who are mothers and a higher incidence of burnout in women.

 Time poverty has enormous socio-economic repercussions and consequences that are more obvious in women than in men. Given the "double burden" of paid and unpaid jobs as well as the way time poverty affects women specifically, the effects of time poverty have a profound impact on how poverty is defined and how it impacts people. In professions viewed as low-value and unskilled, women are seen to be more prevalent than males. When it comes to women wishing to advance to the top ranks of corporate leadership, women are slightly more likely than men to consider family obligations as a major barrier. In contrast to their male coworkers who may be capable of working longer hours at the office, women are obliged to spend a lot more time on domestic duties.

Given the preceding information, it is obvious that time and job roles, among other things, are significant contributors to women's structural marginalization, which results in fewer possibilities and lower chances for them to reach the highest levels of employment.

Our society has to evolve and understand that a woman can ace any and all roles that she puts her mind to. The least one can do is make the journey less chaotic for them. Increasing gender participation at all levels and at the same time creating a conducive feedback mechanism in the organization can help improve the ratio of women in leadership roles.