Work Place Factors Impacting Women and its effect on Progression

Over the last three decades, a steady rise has been observed in the numbers of highly skilled female professionals and managers across different industries, which has gradually resulted in a re-configuration of the top management positions from male towards female. Despite professional eligibilities and ample opportunities, female employees are not aptly represented in the higher corridors of organisational power. Today’s workforce is unique because never before has the workforce been so diverse, as women and minority are being integrated into the workforce. Despite the remarkable increase in the existence of women in the workforce, women’s right of entry to diverse managerial positions remains restricted, and this is especially so for senior management positions all over the world .There is equally strong evidence of the under-representation of women in leadership positions in many countries such as Australia, China, France, South Africa, United Kingdom and United States. A review of the literature brings to fore nine customary barriers they include i) Women-Not-Good-Enough Ideology; ii) Glass ceiling perspective; iii) Negative Stereotypical Assumptions; iv) Low levels of aspiration; v) Formal and Informal network forged by men; vi) Attributions for Successful work performance; vii) Training and Development Opportunities; viii) Leadership behaviour; and ix) Impact of Organizational systems. The following are some of the highlighted barriers which this paper will be considering its effect on the overall progression of women.