Gen X and Gen Y Women Managers: Challenges and Issues

Author Name(s): Prof. Kanchan Tolani, Prof. Pritam Bhadade, Dr. Ruchi Sao
Author Email: tolanik1@rknec.edu

 

Abstract

Despite of increase in diversity and equality at workplace, women in India still face gender bias and are represented less at boardroom level. According to an annual survey by Grant Thornton (2017), India ranks third lowest in the proportion of business leadership roles held by women. Women experience gender stereotyping at workplace not only by men but also by other women. Though gender roles in India are changing, women in top positions are still facing various hindrances. As women constitute a large proportion of employees in several countries, awareness of the factors and barriers affecting their participation is highly required (Burrell et al, 1997). In this paper an attempt has been made to study the various challenges faced by women in managerial position. Several studies have been conducted on challenges faced by Women and how it impacts women in different settings but very few studies have focused on the role of generation as a mediating factor for the challenges faced by women on a day to day basis. Thus study compares the issues faced by Gen X and Gen Y women managers. Women managers belonging to banking sector are considered for this study. Findings reveal that there is no significant difference in the issues faced by Gen X and Gen Y women managers in banking sector in Nagpur. It was also found that organizational policies and workplace ecosystem majorly create hindrances for women in managerial positions.

Keywords: Women Managers, Gen X, Gen Y, Social & Cultural Barriers, Challenges & Issues

Introduction

Women experience gender stereotyping at workplace not only by men but also by other women. Despite of increase in diversity and equality at workplace, women in India still face gender bias and are represented less at boardroom level. According to an annual survey by Grant Thornton (2017), India ranks third lowest in the proportion of business leadership roles held by women. Though gender roles in India are changing, women in top positions are still facing various hindrances. According to Rafaeli and Dutton (1997), in organizations a clear distinctions exists in terms of what is considered to be appropriate for those in management positions as opposed to non-management positions. Thus this study focuses on women acquiring leadership or management positions in an organization. As women constitute a large proportion of employees in several countries, awareness of the factors and barriers affecting their participation is highly required (Burrell et al., 1997). Females’ failure in surviving in top positions is not restricted to one industry but theses restraining stereotypes of females’ exist everywhere. In response to these barriers and challenges various strategies have been implemented to help women managers at both the firm- and industry-levels. For example, various initiatives such as employment equity and diversity policies, maternity benefits, flex-time and part-time work arrangements, diversity training etc. have been introduced. But in spite of all these efforts women in managerial positions still face various hindrances.

 

Conclusion

The respondents in this study indicated that there is no difference in challenges and issues face by generation X and Y women managers. According to them unfair Organizational policies are responsible for daily hassles and issues face by them. They also feel that the organization does not have policies for work life balance. Both generation women managers do not experienced family responsibilities and commitments creating hindrances in their work.

 

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