International Journal of Trend in Scientific Research and Development (IJTSRD)

Volume 7 Issue 2, March-April 2023 Available Online: www.ijtsrd.com e-ISSN: 2456 – 6470

Role of Women in Top Management Positions

and its Impact on Company Leadership
Shreya Kulkarni
Indira School of Business Studies, PGDM, Pune, Maharashtra, India

ABSTRACT How to cite this paper: Shreya Kulkarni

Women score 86% higher than men in emotional self-awareness, "Role of Women in Top Management
according to Hay Group. Emotional self-awareness includes Positions and its Impact on Company
understanding emotions and their effect on performance and how Leadership"
those emotions drive one’s actions. Adaptability, empathy, and social Published in
International Journal
awareness are also areas within the soft skill spectrum where women of Trend in Scientific
excel. Women make up half of the world's population, but they Research and
continue to face inequalities in every field, whether in government or Development (ijtsrd),
non-government organisations, and particularly in leadership because ISSN: 2456-6470, IJTSRD56251
men believe women cannot be good leaders or managers, whereas Volume-7 | Issue-2,
men agree for women to work at home because men believe women April 2023, pp.1116-1120, URL:
are only good for domestic work. www.ijtsrd.com/papers/ijtsrd56251.pdf
Attaining gender equality in organisations at all levels is a lengthy Copyright © 2023 by author (s) and
and difficult process that necessitates the involvement of the entire International Journal of Trend in
firm as well as a strong commitment from top management. "Women Scientific Research and Development
constitute half of the world's population, undertake two-thirds of the Journal. This is an
world's labour, but receive just a third of the world's income," Open Access article
according to UN publications on "women issues of the year 2000." "I distributed under the
make a tenth of its income and hold less than a hundredth of its terms of the Creative Commons
assets." Women account for more than 40% of the global labour force Attribution License (CC BY 4.0)
(http://creativecommons.org/licenses/by/4.0)
and half of the global population.
Over the years government seeks to establish policies and KEYWORDS: Social Awareness,
programmes to progress women in government companies and Gender Equality, Leadership, Top
organisations. Women produce more than 55 percent of the food Management Positions
grown in developing countries, particularly in rural areas. According
to several surveys, women have shown to be successful business
owners as well as managers. According to the research, women make
up 16 percent of junior management jobs, 4 percent of middle and
senior management positions, and only 1% of organisational
leadership positions (CEOs).
This paper is based on secondary information. The study focuses on
the challenges that women face in India when it comes to top
management position and overall leadership and management.

INTRODUCTION
When it comes to running businesses professionally, traits may include taking risks, independence,
the subject of leadership frequently comes up in dominance, etc.
conversations. The majority of discussions on this Gender wage inequality demonstrates that women
subject have been from the viewpoint of men, leaving
who reach those positions earn less than their male
capable female leaders with less opportunity to
peers. Though responsibilities increase with a higher
demonstrate their skills. Before getting into the
position, there is still a difference in the earnings of
specifics, let us look at the trade-offs that great leader
women and men in positions. Women who do reach
makes when working for his or her company. There
higher positions are paid 15% less than men at the
are undoubtedly a few fundamental traits that the
same level. Covid-19 has made women important
majority of people connect with leadership. These
gains in representation, especially in senior

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 International Journal of Trend in Scientific Research and Development @ www.ijtsrd.com eISSN: 2456-6470
leadership. The pandemic has made women dynamic is developing. Female leaders today confront
significantly more burned out and increasingly more the issue of determining how to have a greater impact
so than men. on mixed-gender management teams. Women have
the best chance of achieving this aim through cooper.
Despite this stress and exhaustion, women are rising
to be stronger leaders and taking on extra work that Review of Literature
comes their way. Discrimination against women has 1. Smith et al. (2006) found a significantly positive
occurred both at home and in society. While gender effect of the proportion of women in top
disparity has been on the agenda of social study and management on firm performance as measured by
action for decades in many domains, gender gross profits to sales. Moreover, they also found
inequality in organizational leadership has been that qualification of top female managers played a
shamefully disregarded. The number of women in the significant role of having women in top
workforce has increased globally throughout time, management positions.
and with it has come an increase in the number of 2. US firms during 1996-2000 were analyzed by Joy
highly educated women with technical skills. et al. and it was found that there was a positive
Discrimination against women in the workplace, on relationship between the proportion of women in
the other hand, has hampered their growth in top management and firm performance. Some
positions that are more prestigious among men. evidence shows that there is no significant
Gender inequality in the workplace manifests itself in relationship in some cases.
a variety of ways, including occupational segregation, 3. Non-financial firms data was used by Campbell
wage disparities depending on gender, and and Mínguez-Vera (2008) which was listed on the
discrimination. continuous market in Madrid during the period
from 1996 to 2000 and found that firm value and
Working people have long fought not only horizontal
the relationship between the percentage of women
segregation, but also the division of men and women
was not significant.
into genders. The inclusion of women on
4. Carter et al. (2010) examined the sample of 641
management teams is often linked to a higher level of
US firms in the S&P 500 index, and they were
social commitment and a more participative
unable to find any significant relationship
leadership style. An examination of women's impact
between the number of women directors and
at cooperative enterprises, which have distinct
Tobin’s Q. Contrary to these findings, some
organizational and purpose characteristics, reveals
scholars find that female-owned firms have lower
that their influence leads to higher motivation and
level at firm size, survival rate and growth.
better performance. Increased steps to foster work-
5. It was found by Singh et al. (2001) that
family balance, which is crucial for country growth as
employment growth rates of female enterprises
well as increasing family quality of life, are one
were significantly lower than those of male
benefit of female leadership. Female entrepreneurship
enterprises in an analysis of micro and small
and the participation of women on management teams
enterprises in Java.
have a favorable impact on organizational social
6. Ting and Zheng (2010) used an empirical analysis
motives and accomplishments. Companies are more
to support a positive relationship between the
likely to implement family friendly practices when
degree of female participation and firm
women are in charge.
performance in Chinese privately owned
The new cooperative entrepreneurial environment, companies. The positive relationship was further
rather than the old commercial sector, is more strengthened by female top executives’ human
conducive to this type of approach. In fact, capital and social capital. Using a sample of
community-based firms have risen to prominence as Chinese GEM companies taken from Effect of
important tools for women's empowerment. Without female participation 109 2009 to 2010,
singling out heroic individual entrepreneurs, greater 7. It was found by Ping and Qihong (2012) that
capacity development can be achieved by female executives had a positive significant effect
encouraging this entrepreneurial ecosystem at the on technological innovation. There was
collective level. These new female business strengthening of Human capital by positive
executives have a higher impact and influence on significant effect of female executives on
their organizations’ activities than they would be able innovation performance.
to have in traditional corporations from a participative 8. Eagly and Johnson (1990), they found that there
standpoint. is gender stereotype between between male and
A recent study came to this conclusion after females. Through this research they found out that
highlighting an example of a place where such a women more than men manifested relatively

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 International Journal of Trend in Scientific Research and Development @ www.ijtsrd.com eISSN: 2456-6470
interpersonally oriented and democratic styles and followers together and successfully leads them to
men more than women manifested task oriented achieve the goal. Women possess such quality
and autocratic style. substantially and this makes them great leaders.
9. Bass and Avolio( 1994), stated that female leaders Diversity refers to the existence of different people
have more transformational style of leadership with different interests, characteristics, and attitudes.
which is quiet commonly perceived as positive. A woman leader sees diversity as an advantage to
10. Eagly, Makhijani, and Klonsky’s (1992) secure a balanced and unique relationship in a group.
demonstrated that female leaders were perceived She continues to lead by unifying diverse interests,
slightly negative as compared to male leaders and attitudes and desires inherent in a group. The idea of
the male participants tend to devalue these diversity also includes respect and acceptance. It
females. This reason may prevent females for means understanding every person is unique and
aspiring and reaching to to high management identifying their individual distinctions. Self-owned
positions. qualities like compassion, patience to listen to others,
The Positive Impact of Female Leadership: giving due importance to personal development of the
Women constitute half of the working-age population followers, democratic approach to solve intrigues and
in the world. Companies led by women seem to have above all womanly consideration of fellow human
traditionally fared better than their counterparts have beings make women a preferred choice for leadership
during times of financial crisis. A study carried out by amidst diverse groups.
Pew Research Center on women and leadership These qualities help the women leaders bind diverse
suggests that there is little difference between men groups together for larger interest and for the
and women in key leadership traits such as the ability realization of the ultimate goals. Women Improve
to innovate and intelligence, while many observe that Interpersonal Relationships to be a successful
they are even better than men are, when it comes to professional or a successful leader in this age of
being compassionate and organized. Benefits of science and information technology, communication
women leadership in different sectors are manifold skills are an absolute necessity. An organization
and they are as significant as those from male functions smoothly, if there is effective interpersonal,
leadership are. Women leadership is found to be good interdepartmental, and external communication
for financial health of an organization. system. Within the organization, both upward and
Organizations having females as board members downward communication needs to be operating to
show significantly better financial performance than facilitate effective and timely communication among
those having low female representation. Better the employees and departments of the organization.
financial health of the organization leads to better job In matters of building relationships, female leaders
opportunities, higher productivity, and more growth are consistently rated higher than their male
and development. Various studies have found that counterparts are. Being skilled at building in-house
women are equipped with better relationship building relationship, women are also quite likely to do well at
skills. They are also found to be good at inspiring and building outside relationship; for instance, creating
motivating others. Women’s presence on new clients or negotiating difficult contracts for the
management teams is generally associated with a company they lead. Women fare brilliantly when it
stronger social commitment and a more participatory comes to communication at personal level. They are
leadership style. An analysis of women’s impact at quite deft at communicating with others and score
cooperative enterprise, which have specific higher than men score on this front. Ability to
characteristics in terms of organizational and purpose communicate with people is a fundamental need to
shows that their influence leads to greater motivation become a successful leader. Women possess this skill
and better results. naturally.
One benefit of female leadership is an increase in Women tend to be better listeners than men are and
measures to promote work family balance, which is this makes them an effective communicator. Good
important for country development as well as for communicators are excellent listeners. Effective
improving family’s quality of life. Women Unify communication skills begin with listening. Women
Diverse Groups Women as such symbolize unity and are comparatively better at both listening and
cooperation. They are pivotal to the survival of a communicating. Women Value Accountability is also
family – a basic social organization. This quality of an important leadership quality. Women seldom
unifying diverse minds in a family is an essential ignore their accountability on any issue. It is seen that
feature of successful leadership. A true leader acts as women are more accountable than men are.
a unifying force to bind the team or the group of Accountability may not help in motivating others, but

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is highly inspiring. A leader who understands the firms aren't making enough of in an era of skill
value of accountability never puts the onus of any shortages." Genuine gender diversity should be a vital
loss or blunder on the individual members of a team. component of any company's business plan if it wants
The leader rather shoulders the responsibility. It to succeed in the global economy. Employer and
motivates the team members to undertake any corporate membership, as well as representative
assignment without any compunction and fear. business associations
Women in leadership bring better business The problems facing women in leadership
performance: In senior management, gender balance positions: Worldwide Women face both benefits and
is defined as 40-60% of either gender, which is the challenges because of globalization. Senior managers
same as in the broader workforce. According to the and top executives will have additional duty and
survey, when women hold 30% of senior expectations because of this. Top executives are
management and leadership positions, the positive forced to relocate to new towns, cities, and nations on
effects of gender diversity begin to accumulate. a regular basis due to relocation and timeline
However, nearly 60% of businesses fail to accomplish pressures. This is one of the major obstacles for
this goal, making it difficult for them to reap the women who have families and a working spouse or
benefits. Furthermore, women make up less than one- significant other. In fact, adjusting to different
third of entry-level management hires in nearly half cultures and social conventions is a bigger concern
of the organizations studied, implying that the than family issues.
pipeline to senior management may not be delivering Despite the fact that women are thought to have a
the talent required. natural aptitude to adapt, many women were unable
Almost three-quarters of the businesses polled said to absorb the culture shock and struggled in their new
yes. More specific actions are needed to ensure that circumstances. Similarly, women may encounter
women are visible and promoted to strategic areas of discrimination. Other cultures have female leaders.
business, according to the report. had equal "Many countries will simply refuse to work with a
opportunity or diversity and inclusion policies, but the female executive due to their views and opinions that
report says more specific actions are needed to ensure women are incapable of running a successful
that women are visible and promoted to strategic corporation."
areas of business. Many male senior executives and top management
There have been some important reasons discovered leaders simply assert that women have no desire to
that restrict women from obtaining decision-making excel in their existing positions. However, according
roles. to a fascinating study, 55 percent of women who are
Enterprise cultures that demand "anytime, anywhere" not in management positions want to be at the top of
availability disproportionately affect women due to their firms. Many women, according to Annis, lose
their domestic and family responsibilities, whereas interest in climbing the corporate ladder because of
policies that promote inclusivity and work-life the numerous obstacles they face along the way to
balance (for both men and women), such as flexible becoming a manager. Discrimination, stereotyping,
working hours and paternity leave, need to be prejudice, familial demands, and a lack of chances are
improved. all impediments.
Another aspect is the "leaky pipeline," which refers to For many women, they are still the primary
the propensity for the share of women in management caregivers for their families. As time constraints and
positions to decrease as the level of management job expectations become more critical, many women
rises. The "glass wall" refers to the prevalence of are forced to choose between personal and
female executives in non-strategic positions like as professional aspirations. According to a survey, few
HR, finance, and administration. It is less likely to female CEOs and executives have children due to the
lead to CEO or boardroom jobs. Only about a third of potential negative influence on their careers.
the companies polled had reached the critical mass of In comparison, many women have voluntarily quit
one-third female board members. Around one-eighth their jobs due to family obligations. Despite the fact
of respondents said their boardrooms were still all that the number of women taking maternity or
male. Male CEOs were found in more than 78 percent childcare absences is decreasing, 32% of women still
of the businesses that replied, while female CEOs leave their jobs after having children. Because of her
were more likely to be small businesses. responsibilities at home, many women are unwilling
"The commercial argument for more women in to travel or work long hours once they have children.
leadership positions is compelling," France-Massin Education is a fundamental right. Regardless of the
added. "Women represent a powerful talent pool that government, policies.

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There are still 960 million individuals worldwide who When you understand Generation X, you will have a
are illiterate, with women accounting for two-thirds group that can help you focus on results and think
of the total. More government policies and globally. Women from generation X will show you
regulations should be geared toward skill-based how to be better at balancing your career and your life
learning, the promotion of female entrepreneurship, at home. The barriers and problems women face don’t
and free credit support for women's empowerment. stop once you gain access to a position they tent to
Only by removing these barriers will we be able to continue so you want to make sure you have your
progress as a society as a whole. Working conditions colleagues and the network you built to support you
that are better. along you time in leadership. Looking at the facts
In certain countries, such as France, women are given presented above, women in today's world can flourish
a number of leaves and incentives during pregnancy, in any field.
as well as other benefits such as vacation, to help The favorable nature of society and the environment
them. Such guidelines must be implemented in all can assist women in achieving work-life balance and
private and governmental sectors in many developing provide a greater opportunity for women to attain
countries to assist women in adjusting to all areas of higher life goals. With the help of technology, higher
their lives. These activities can help them achieve education, and strong family support, women can
their goals. demonstrate that they are no longer inferior to men,
and that they demand the same incentives, rewards,
Objective of the Study:
1. Demonstrate how these prejudices affect how courage, and support to achieve more gender equality.
well women perform at work and keep them from Reference:
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