In a modern world that prides itself as being advanced, innovative, and inclusive, its reality could not be farther away from the truth. The inequality between men and women in the business workforce is anything but inclusive. The absence of gender equality in a company generates an unstable foundation rooted in male leaders’ shared prejudices- like a rowboat with one oar, confined to a small patch of water, rowing in circles. If the world truly wants to find lasting solutions to systemic problems, its major companies need to balance their leadership, hire women to break the generation-old male biases, and row free from their circle.
Many significant businesses claim that they are inclusive and encourage gender equality in their companies, but researcher Rashad Yazdanifard finds their claims misleading. While modern society has raised awareness to help women overcome the glass ceiling, the invisible barrier that separates them from obtaining equal treatment, it has also prompted increased male advancement. Yazdanifard ascertains that “even though the percentage of women who can break through the glass ceiling is periodically increasing; the percentage of the advancement of their male counterparts is profoundly increasing as well” (Yazdanifard 2). In other words, companies will promote women to higher positions to make their image look inclusive and with-the-times while conversely inventing new jobs to promote men. In doing so, the proportion of positions in the company remained the same; so, although it may appear that women are rising up, they are still in the exact place as they were before.
In a similar article about female obstacles in the workforce, author Jacques Ascher writes that a lack of social capital, absence of meaningful experience, and general stereotypes surrounding female attitudes all commit to gender discrimination (Ascher 111). In a decision between advancing a man or a woman, gender discrimination is automatically considered. While its influence may be conscious or subconscious in the decider’s head, it commonly results in the man having an unfair advantage. In other words, women are not perceived as leaders because of a preexisting prejudice (Aschner 108). Thus, companies’ unbalanced leadership continues to favor male progression and discriminate against women.
So consider this: are you okay with following a team of men, rowing a society in the same circle since the early 1900s, or do you want to be part of an advanced, innovative, and inclusive world? The choice is no longer up to men but up to everyone.