Oxford Academic explains gender leadership gaps as the underrepresentation of women in leadership positions in various sectors, such as politics, business, and education. This is an increasing phenomenon today whereby women are disproportionately concentrated in lower-level and lower-authority leadership positions than men. This gap is driven mostly by stereotypes, discrimination, power imbalance, and privilege.
According to the World Economic Forum, globally women share 31% of roles in leadership, although shares vary by industry. Findings from Women’s leadership in Village Savings and Loan Associations(CSLAs) in Uganda indicate that 80% male dominate (i.e. females are underrepresented) in the senior leadership roles of chairperson and secretary whereas, women are more likely to be in the roles of treasurer, box keeper or money counter roles. This is because women are more trusted with the money whereas the chairperson or secretary roles are taken up by men due to their ability to “talk without fear” and make decisions. On the other hand, women can be more trusted with money as they are less likely to be able to “run away with their money”. This brings forward the difference in leadership where women are taking more responsible roles of safekeeping/security of funds but have less voice. Women are still severely under-represented. This is due to different challenges women face as explained below;
Gender Bias And Traditional Stereotyping
One prominent challenge that women leaders face is the gender bias and stereotypes that persist in the workplace. For Example, leaders are mainly seen to have masculine traits and characteristics similar to men and not to women. Stereotypes also believe that it is easier for men to move up companies to leadership positions, whereas women face a glass ceiling that is hard to break through. Such traditional stereotypes play a role in the lack of women occupying leadership positions. Stereotypes may be thought of as a quick and dirty way of categorizing a person or summarizing a situation. Despite progress in gender equality, many workplaces still hold onto traditional gender roles and expectations, which can make it harder for women to be taken seriously as leaders. Women may be perceived as too emotional or not assertive enough, and those who do assert themselves may be viewed as too aggressive, leading to unconscious bias in hiring, promotions, and opportunities for advancement.
Sexual harassment at the workplace
Sexual harassment has proven to be a workplace hazard over the years. This raises the cost for women to pursue leadership, particularly for those women who aim for higher positions in their careers. Some men take advantage of the fact that women are traditionally expected to be submissive to men and therefore end up using sexist language towards them and touching them in an inappropriately sexual way. Some men sometimes demand for sex in exchange for higher positions in leadership. Such behaviors make women lose interest in leadership thus increasing the gender gap in leadership.
Lack of mentorship and sponsorship
It can be challenging for women to envision themselves as leaders if they do not have strong role models to look to for guidance and inspiration. When women see few other women in leadership positions, it can be harder for them to believe that they too can achieve roles at the executive level.
Lack of equal opportunity for women is an issue that affects more women to get higher positions in leadership. Men tend to find access to higher leadership opportunities compared to women. This keeps women in lower leadership positions.
Possible recommendations to address these challenges
There is need to equip female leaders and employees with knowledge to speak up against bullying, intimidation and sexual harassment by identifying tips to address sexual harassment so that employees are safe at work place. Employers should also host sexual harassment training opportunities.
Make policies for sexual harassment.
Women movements, concerned individual and stakeholders should run campaigns about sexual harassment on different media platforms such as radios, television, Youtube, TikTok, among others. The campaigns should contain a message of how sexual harassment affects victims particularly women and what should be done especially to perpetrators. Through these campaigns, the message will reach many people including perpetrators, and they will understand the negative impact of their acts(sex abuse) on women.
Engaging girls in leadership courses and seminars /trainings will empower girls to join leadership. Although girls everywhere have made impressive gains in access to primary education, it is critical that they are given the opportunity to also access secondary education. This will prevent them from being deterred from taking leadership positions during their school time by stereotypes that signify them as “a weak gender”. Engaging in leadership at secondary school level will generally determine how a girl will engage in leadership during tertiary level and in her career.
Sensitizing men to engage with and lead gender transformation in their workforce sectors. Since men are the majority of leaders in most sectors, it is essential to engage them as gender-transformative leaders and mentors for female staff.
In conclusion, women leaders should not give up in whatever they do, they should build sisterhood, support and empower each other, starting with basic principles of who we are, our morals, values and integrity.
Written by;
Babirye Roseline, Program assistant Gender and ICT Policy Advocacy
