Misrepresented Women

Even though women represent the 49 percent of the population in the United States, we have seen how misrepresented women are in positions of leadership across the country. One of the main reasons why women are misrepresented in elite leadership position is sex discrimination (Wang, Calvano, 2105). We have seen how the government have failed to enforce laws prohibiting sex discrimination. This reality explains women's inability to advance (Mani, 1998). Women usually occupy low or middle level positions in organizations (Mani, 1998). There is definitely a need to increase the proportion of women at elite leadership positions. All this can seem contradictory when we look at it through the glass of the Civil Rights Act of 1964 and the Equal Employment

If these decision makers are not held accountable the number of women at higher levels positions will not increase (Mani, 1998). In all this, factors related to gender role might be influencing this way of thinking, regarding women in leadership. Women are usually seen as wives and mothers, lacking the ability to manage and motivate, which limits career development (Mani, 1998). These stereotypes are a strong reason of discouragement, specially when women are considering advancing their education or training to develop career skills (Mani, 1998). This glass ceiling has been persistent through years and years (Pichler, Simpson, Stroh, 2008). For example, the proportion of women in management positions has increased more in human resources than in any other area or field (Pichler, Simpson, Storh, 2008). Now, when compared with top levels of management their representation remain unchanged for the past 15 years. This disparity between women and men can be seen in terms of not only positions, but wages as well. The disparity in wages is well documented. When performing the same job or working at the same level position, women usually earn less that their counterpart (Pichler, Simpson, Storh,

If there is a richer divers group of women in leadership positions, organizations, societal institutions, private sector, and businesses in general will be positively affected, being more ethical, productive and successful. This will bring more higher levels of intellectual collaboration and less rife with conflicts (Northouse, 2016). Changes can only occur when we are aware that there is a problem or something that need to be fixed. The gender gap needs to be discus within organizations, businesses and the society in general. Many of gender biased traits might seem disguised, but nevertheless they are there and we need to deal with it if we want to see changes. Understanding the many components of the labyrinth will give us the tools to combat the inequality that we can found in interpersonal relationships, in organizations and leadership roles, and in our society (Northouse, 2016). By acknowledging, rather than ignoring this gender divisions, we can help ensure that women have equal opportunities, and a clear path to attain leadership positions, which will result, as mentioned before, in gender diversity and organizational success (Northouse,