GENDER BIASES FACED BY WOMEN IN CORPORATE SETUP DUE TO ABSENCE OF TRAINING AND DEVELOPMENT
LITERATURE REVIEW
GENDER BIASES FACED BY WOMEN IN CORPORATE SETUP DUE TO ABSENCE OF TRAINING AND DEVELOPMENT
Literature Review
Introduction
The topic of gender biases against women in the corporate world is selected for literature review because still, the issue is a major concern. A large portion of women candidates does not apply for the job despite being capable of them (Birdwell, 2020).
The identified gap in the literature review is specific needs for training and development for women employees were not discussed. It is the biggest factor of success for women because their needs are to be addressed the same. The absence of such a structure has limited the opportunity for women (Brown, Lao & Michael-Chadwell, 2021). While working on training and development, several aspects of gender biases can be highlighted, which can be duly considered, when designing the training material.
For instance, how to cover the technological know-how gap for women from technical backgrounds, leveraging their natural ability to strike a balance between different tasks supporting them through the leadership transition process and acquiring the position in the automobile sector.
The training is required to change the cultural perspective of both men and women because due to biased practices women have accepted that climbing the higher positions in the corporate sector is also restricted for them. The change in approach towards supporting a gender should also be encouraged by other groups such as men and other communities. Preparing women for second innings training is crucial as it will equip them with the necessary tools, which they require to get streamlined in the system after a break.
Thematic Analysis
1.1 Theme: Leadership development
The absence of women leaders in higher positions indicates that gender biases are persistent in every field whether it is politics, artificial intelligence, stem technology, or any other managerial level. Due to male domination, women are compared with the time given by men in the corporate sector and various other parameters are kept the same. The business is conscious and unconscious (Madsen & Andrade, 2018). It is difficult to recognise unconscious biases because it is part of the perception held by people in society and even women are part of it.
The author explained the unconscious biases which existed due to the training and development gap in the organization (Alli et al., 2021). It also highlights the various aspects through which gender biases are increasing and woman is being exploited in the name of equal opportunity unlike men to rise in leadership position (Yarram & Adapa, 2021). The training and development should be designed for women keeping in mind the gender-specific requirements so that biases can be challenged at each step.
1.2 Theme: Diversity
Diversity in terms of gender in the workplace is another factor why lesser women are working in organisations. Diversity represents different elements of society and women are among them (Kroeper, Williams & Murphy, 2022). The diversity and inclusivity policy applied in organisations reflects on gender ratio, which means how much an organisation is willing to take women on board and ready to make a difference in its culture and productivity factors.
The author discussed bringing different perspectives to the workplace so that decision-making can be informed and experienced (Swartz et al., 2019). Women are better team players and collaborating with them can enhance the team performance as well. The gap in training and development sessions which failed to give due attention to gender diversity restricts the team potentially as better conversations do not take place in the absence of women. The detailed and better management of allocation and taking reports are missing from the same (Annabi & Lebovitz, 2018). Leveraging on their strength is being overlooked and thus true implementation of diversity does not take place in reality.
1.3 Theme: Turnover Ratio
Many women leave the organisations in their mid-career either due to lack of opportunities, pay disparity or prevalent favouritism of another gender (Francis & Michielsens, 2021). This hampers their growth, resulting in limiting their potential and in many cases; it has been observed that women face harassment, which also forces them to quit their corporate careers. They are capable of excelling in every role, as they possess equal education and technical expertise, facing the job roles, which were earlier dominated by men only (Samuelson et al., 2019).
Despite this, the lack of support in the form of training and development in the organisation and peer support from other gender is crucial to ensure that the turnover ratio of women is being taken care of. Less number of women indicates that men are in majority and they prefer to vote for men superior. As a result, many women leaders or bosses are not there in senior management (Lee, 2019). The gender-biased roles highlight the absence of training cultural aspects and the author reflected convincingly on the reasons behind the turnover ratio. He also indicated that not many steps are being taken in this direction by the human resource team as well.
1.4 Theme: Support for Second Innings in a Career
Support is an important factor for women who are ready to make a comeback or restart their careers. Some duties and responsibilities are a mandate part and parcel of her life and with due respect, she should be given a chance to chase her dream of making big in the corporate world in the automotive sector (Moore, 2019). The author felt strongly not enough opportunities are available for her, as the system does not provide adequate training and development facilities for women who want to return.
Moreover, the job roles advertised on job portals or social media did not welcome such candidates as they consider career break a huge disaster and with this view, it almost ends the potential of women to be utilised (Mangione, Borden & Fuss, 2021). The article identified that in the second innings the role of training and development is crucial and there is not enough evidence present on the same (Tubman et.al, 2021).
Findings
The way an organisation deals with the issues listed by women shows the existence of a glass ceiling, which is failed to address why women leave organisations in large numbers. The lack of support from the organisational policies and the other groups makes the working conditions difficult for them (Naaz & Malhotra, 2020). Despite possessing due potential they are not able to give their best as their professional needs are not considered on priority. From the general consequences of the examination, it has been evident that there is an impact of one-sided rehearses as unfair limitation over responsibility towards the association, which additionally prompted foster expectations to stop from the association, particularly on the part of corporate women.
The distinctions in sexual orientation affect the authority styles, conduct attributes and different elements related to pioneers (Naik, Mehta & Chandani, 2019). These distinctions were noted and explored at the global level. Investigations of papers on discernment showed that gender biases affect the impression of fruitful initiative and the connection among pioneers and subordinates. Likely contrasts between the different genders as far as values and perspectives can bring about inspirational contrasts between men what's more, women to arrive at top administrative roles. Research that distinguishes fundamental contrasts among orientation values and perspectives is grounded in friendly setup speculations and the way people socialise.
Ladies could self-relate to anticipate social orientation jobs, making possibly new, inward hindrances to administrative roles. In this cycle, a few females would not endeavour to go for top administration positions as they struggle with their mental self-view. People who see themselves as more manly may be bound to seek senior administration positions than the people who recognise less with manliness.
Orientation separation can be characterised as a bias or predisposition in light of orientation. It can be identified as various sorts of potential separation influencing ladies in top positions. In the first place, orientation can be utilised to intermediary unmeasured explicit and differential gathering qualities. This could prompt decisions given normal gathering qualities as opposed to people, coming about in factual separation (Patel & Mishra, 2022).
It was also observed that there is a connection between board orientation variety and corporate advancement. The extent of female chiefs on a corporate board is related to more advancement as estimated by reference weighted patent count, more novel as they have exploratory nature. They can easily pick the level of development by the extent of references by a company's licenses and more noteworthy imaginative proficiency as estimated by reference.
The Social Personality Hypothesis endeavours to make sense of why a few specialists, men for this situation, will more often than not be delegated to senior corporate positions (Singh & Malhotra). The likeness and recognisable proof among individuals from bunches divide in and out-group individuals. This suggests that in-bunch individuals would get better assessments, making a hindrance for the out-bunch people to join these organisations.
The diminished quantities of female applicants ready to go to sheets are one of the most exceptionally referred to explanations behind the execution of public strategies advancing work requirements (Gaur, 2022). Even though the writing does not regularly connect obstructions with arrangement instruments, research that dissects instruments for female administration in business frequently accepts specific hindrances that ladies face.
Researcher Viewpoint
While selecting the topic, I felt that enough opportunities are not available for women and after going through various literature, my assumption was correct. For instance, when a woman wants to join a leadership band less amount of support is available to her from inside and outside the organisation. The male-dominated world does not want her to be directive to them. Very few males stand in support or believe in providing equal opportunities, which should be based on talent and not on gender.
Gaps In Existing Studies
The identified gap in the literature review is specific needs for training and development for women employees were not discussed. It is the biggest factor of success for women because their needs are to be addressed the same. The absence of such a structure has limited the opportunity. While working on training and development several aspects of gender biases can be highlighted which can be given due consideration while designing the training material. For instance, how to cover the technological know-how gap for women from technical backgrounds, leveraging their natural ability of striking balance between different tasks supporting them through the leadership transition process and acquiring the position.
The literature review analysed the gender biases but the gap which was common in them was the conscious effort to remove biases from the system through training. The training is required to change the cultural perspective of both men and women because due to biased practices women have accepted that climbing the higher positions in the corporate sector is also restricted for them. The change in approach towards supporting a gender should also be encouraged by other groups like men and other communities. Preparing women for second innings training is crucial as it will equip them with the necessary tools which they require to get streamlined in the system after a break.
Relation between Literature and the Topic
The literature chosen was concerning the topic because understanding gender biases towards women are important to the different dimensions, through which its existence can be validated in the organisation. The conscious and unconscious attitudes towards women need to be studied in detail in context so that the exact picture of the problem can be explained. The literature helped to identify the root cause. The structure, management and leadership style are still a failure because being diverse and inclusive in their capacities they are not able to address the biasness with effective measures.
One segment of social element and the importance of collaboration with it is being ignored because it will refrain the authorities from using the hidden potential for the better. The literature helped to study the problems faced by women in corporate settings due to lack of support. It helped to know how another gender, their perceptions and the challenges raised by them could push or restrict a woman from achieving goals. Even women themselves are bound by such perceptions that she is not able to support other women at times. The literature was quite helpful in gaining knowledge about how experts perceive the importance of women in corporate growth and work through their research to give direction to future researchers.
Conclusion
It can be concluded from the literature review that gender biases are faced by women in organisations. Due to a lack of opportunities and support, they leave their corporate career in between. They have skills, education, and capacity unlike men to excel in leadership positions but due to the glass ceiling and conscious efforts for not allowing women to reach on top their potential goes wasted. Even if they want to make a comeback the gap in experience does not allow them to resettle in the new setting.
Training and development are the only modes through, which women can be empowered and prepared for future roles. The problem statement, which can be used for future research, is how effective the present training and development curriculum is for women in the corporate world so that the gender biases can be reduced and their growth to senior positions can be supported.
References
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