Summary of Women's career equality and leadership in organizations, Creating an evidence-based positive change

            There can be various global economic risks, but surprising fact described in this article is that a report issued by World Economic Forum in 2016 revealed that persistent level of gender inequality has been considered as one of the major global economy risks. It was told that nations around the world have not been able to fully utilize the talent of women labor, which has ultimately slowed down overall rate of economic growth. It is true that many efforts have been made around the world to deal with the issue so that women can get equality in career as well as leadership of organizations. But regardless of all efforts being made, the issue has not been resolved yet, and majority of facts also remains the same around the world including United States. According to research report issues by PEW Research Center, it was revealed that 50% of U.S people believe that there is a gender bias, which plays its part in gender leadership gap in the country.

            The role of women has not been accepted equal to the men in almost all sectors of business and on almost all positions such as CEOs, Directors, Executives of Silicon Valley, Corporate Members, and many other Leadership positions. The things are lot better than the past and lot of progress have been made with the passage of time, but still there is much work to do in this regard. United States has also made so many efforts for career equality of women, and things have got better, but as per World Economic Forum, the rank of United States is 45, which shows that they are very far away from the real objectives of mitigating career inequality for women. The women labor has been on the rise as compared to the past, but what women earn is less than the men. The fact of the matter is that lot of research has been conducted on this issue, and many organizations have tried to benefit from those empirical studies, but things still have not improved at a required rate.

            The research has focused on the issue and real problems behind this issue have also been identified, but still world has not been able to deal with this issue in a strong manner. There must be some gap between research and practice, which is hindering organizations to implement recommended strategies from the empirical research. Moreover, the research has to find more practical and applicable solutions for the equality of women career. In addition to that it is needed that career and leadership equality of women is studies by keeping various relevant perspectives in mind. The conceptualization in this regard should be expanded more to get more insight on the career as well as leadership concepts for women, keeping gender and social inequality in mind. This strategy can be effective and successful in helping to boost career equality of women.

            The article has also focused on the element of broadening leadership as well as career structures & experiences for women. It helped in understanding the fact that what imagery has been made regarding men and women. This imagery determines that how organizations and individuals perceive about others and what kind of leadership roles and qualities are associated with certain kind of gender or people. The career dynamics have been associated with some dominant powers. It is a well-known fact that there are many differences perceived for men and women, and then many career decisions are based on those perceptions. So, the concept of masculine power as well as feminine power come into play, where certain career roles are considered masculine in nature, so only men are perceived suitable for those positions. It means that value of men and women is taken differently in the different career paths. So, it is required by stakeholders to take quick action against this set perception about men and women so that both genders can be treated equally in the leadership and career positions of organizations.

            Many of the previous researches and articles have revealed that issue of women equality in labor has been better than the past, but still it is lacking the speed and will from stakeholders, which is needed to quickly allow women to get equal with men in career path as they still get more focus, more opportunities and more rewards as compared to women. Different research articles have also focused on career as well as leadership theories, and different methodologies have been tested in empirical studies for the essence of gender equality. It is a fact that if career equality for women has to be achieved, then gender inequality in general should also be focused by research. There are many careers, which are male dominated, but if things are got on right track by giving self confidence and sense of fulfillment to women, then they can also do well in any given career. In this article, the focus has also been given to implementation of research and practice, and scholars have been asked to emphasize on this area of study.

            Overall, this article has focused on range of issues and topics, and relevant research articles have been analyzed. The lessons learned from this analysis are various like it was found that when work life initiatives come with social support, both men and women tend to attract towards such opportunities. When women get proper encouragement and support from everywhere, they tend to perform well in different leadership and career positions. Moreover, it was found out that cultural gender context is also important to deal with the issue of gender inequality in a society, which leads to inequality in careers as well. In addition to that women should be treated well and mentally prepared to get ready for the big leadership roles, because if women will not have self-confidence, they will always lack behind men in leadership positions. These findings should be used for further research on the topic (Kossek & Buzzanell, 2018). The recommendation about the women career and the leadership role is the development process which is rooted in the awareness and the integration of a women experiences. For the women career of the leadership role explore the obstacles along with the opportunities in the seven practice of the women. Encourage the women to obtained the 360 degree feedback which is crucial for the development to assist the interpreting a results in a context of work environment. Advise the women to seek the formal educational opportunities which is open to access the opportunities of leadership. Encourage the women to inquire regarding to the complete organizational training program which improve the leadership practice.

 References Bibliography of Women's career equality and leadership in organizations

Kossek, E. E., & Buzzanell, P. M. (2018). Women's career equality and leadership in organizations: Creating an evidence-based positive change. Human Resource Management , 57 (4), 813-82.