a literature review and qualitative exploration of the barrier to female career advancement and mitigating organizational characteristics
Open Access
- Author:
- Phelps, Lauren
- Graduate Program:
- Human Resources and Employment Relations
- Degree:
- Master of Science
- Document Type:
- Master Thesis
- Date of Defense:
- February 26, 2024
- Committee Members:
- Dorothea Roumpi, Thesis Advisor/Co-Advisor
Jean Phillips, Committee Member
Paul Clark, Program Head/Chair
Hee Man Park, Committee Member - Keywords:
- Gender parity
glass ceiling
executive level
DEI - Abstract:
- Although women in the college-educated workforce have relatively recently come to outnumber men, they continue to be underrepresented in upper-management and senior level positions in organizations. This literature review and qualitative exploration discuss several of the societal, organizational, cultural, and individual barriers that prevent women from reaching these positions and corroborates the vast literature on these barriers by exploring the experiences of 11 women in upper-management positions through semi-structured interviews. A review of the existing literature identifies systematic, cultural and individual barriers impacting female career progression, including gender bias, role incongruence, work-life imbalance, and a lack of access to mentorship and networking. The review also examines existing strategic human resource practices that attempt to decrease the impact of these barriers, including formal mentorship programs, targeted training and development programs, affinity groups, work-life balance policies, and diversity goal setting. To further explore the barriers that women face in the workplace and the ways organizations can aid female career advancement, 11 women who have reached upper-management positions were interviewed regarding their experiences in the workplace. The 6 overarching themes derived from these interviews were mentorship and leadership support, work-life balance with parental support, female representation, development opportunities, a supportive and diverse organizational culture, and proactive and intentional diversity, equity, and inclusion initiatives. This research offers practical takeaways that provide broad recommendations for organizations seeking to create more equitable and inclusive environments for women.