Abstract
Women leaders in corporations, nonprofits, and schools are not always valued at work. Women change jobs rapidly, looking for gender equality and meaningful careers. Based on a1999 Department of Labor report, 50.04% of women in the workforce held executive-level positions, and according to the Equilar Gender Diversity Index (GDI) report showed that there are only 6 % of female CEOs of Fortune 500 companies (Williams, 2021). According to the study reporting 88% of 421 participants, the issue of gender discrimination is important to discuss in the workplace (Trella et al., 2022). Some women experience unfair treatment by an employer, boss, or supervisor, and this issue is one that organizations need to explore and understand. One such issue might be experienced with gender microaggression and gender macroaggression, creating the need for organizations to implement a working climate that promotes diversity and equity (Trella et al., 2022). Not only does gender discrimination exist, but there is also a gender gap when it comes to self-promotion. Sankaranarayanan (2020) suggests that women are afraid to sell their skills and performances often due to not being assertive enough to present themselves in order to obtain a promotion.
The data from women in this study aligned with gender theory and feminist theory, indicating gender bias and marginalization in the workplace for women. Some participants shared similar experiences with gender stereotypes in leadership roles in the workforce and how the corporation culture and schools view women leaders. Women also shared their challenges and successes regardless of the obstacles they face as leaders. Not all women have mentors who can assist them within the hierarchy of management. However, some women who have mentors have an important effect on them to become the best leaders. Further, in this study, all participants agree that it is difficult to balance work and family.