HRM Special Issue on Women's Career Equality, Addressing the Research To Practice Gap

        A current report from the World Economic Forum at 2016 mentioned the existing gender inequality as the most threat in the global economy. The report also described that the incapability of countries, along with the employers to completely use the talented women as their labor is actually slowing the growth of the global economy. A non-partisan economic even made an analysis of about  companies within  countries, and thresult was mentioned that there are  of those countries lacked women as leaderships. However, the progress of equality in the context of women career has hindered in numbers of countries. The United States came up as the most markedly country in which this gender inequality exists. This is a quite ironic reality if we compare the data that noted women have proven to produce  of what men could do (Cann).

Overview and Definitions about Women’s Careers

        A review by Kossek, Su, and Wu (2017) described that the career equality of women as “a multilevel, multidisciplinary dynamic phenomenon that reflects the degree to which women, compared to men.” Both authors noted two results for this as; a) women have an equal right to access and take part in the opportunities of career, and, b) women experience equal for both work and non-work results which are intrinsic (life, family, and job satisfaction), and also extrinsic (salary and promotion) (Kossek, Su and Wu).

The Approaches to Women’s Career and Leadership

        The equality of women’s career and leadership in companies could be reviewed from the various viewpoint of leadership and career which delivering visions into the complex background of women’s progression. This progression is important due to it clarifies the point that odd type of career model, particularly those which designed for men’s position in the companies, along with the statement that people has restricted toward no caregiving accountabilities. This odd type of career model is really inadequate to describe the lives of women (Fernandez-Mateo and Fernandez).

Extending Career as Advancement and Extrinsic Success Models of Women's Career Equality and Leadership in Organizations

            Career is historically described as progression models which have acknowledged to guide persons and companies in anticipating as well as educating the leadership skills, classified progression, and also the influence of companies. Many of researches have suggested that these models of gender-broad integrate the social, substantial, and personified experiences, throughout the progression of different life expectancy of women, and also included race, ethnicity, job, class, and children (Hurst, Gibbon and Nurse).

Extending Experiences and Configurations of Leadership & Career   

            There was also a focus on how career visioning figuratively outlines or becomes the foundation of many factors of women’s career. The field of a career as a whole delivers multi-layered structures designed for understanding, describing, anticipating, and arguing the person, company, and social interests in the context of leadership and career. Such structures influence how the persons, companies, as well as the societies think and not think about, the qualities of leadership along with the activities. In consequence, those factors determine who and what is involved in favored leadership and career roads. In addition, leadership and career structures are systematized over apparently gender-neutral, however integrally masculine-gendered materiality and dissertations could be seen in establishing factors such as horizontal and vertical business, work-related, and company structures as well.

With incomplete back up intended for the gender dissimilarity but reliable back up for the variety viewpoint, the existence of powerful women as top leaders could consequence in many progressive profits. Concrete consequences specify that influence is the main key to effective results for women, business leaders, and the performance of companies (Merchant).

Lessons to Be Learned of Women's Career Equality and Leadership in Organization

 Some lessons learned to deliver various visions to create concerning the gender along with career equality that could be functioned as a foundation for concepts of the next research are:

Women incline to get better results in their career when alleged complete back up for their work-life creativities which is commonly extraordinary across the company framework

The context of gender cultural problems aimed at the backup and impacts of creativities on the results of gender equality

Embattled progression of women's leadership creativities concentrating on constructing mental assets intended for work, caring, and structural civilian function prospects are useful.

The companies that inherent prejudice edges are required to deliberately fight the diverse traditional gender role anticipations aimed at women and men, as well as performance relations.