The road to gender equality: Persisting obstacles for American women in the workforce.

Parmer, Lucinda

doi:10.1037/mgr0000115

Cited by 4 publications

(11 citation statements)

References 56 publications

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“…Scholarly definitions of gender equality in the career context typically revolve around two main concepts: equal access to career opportunities and equal career outcomes such as pay, promotions, and satisfaction (Kossek et al, 2017;Parmer, 2021).…”

Section: Gender and Career Equalitymentioning

confidence: 99%

“…The first barrier to leadership for women is called the "broken rung." The broken rung is the initial missed opportunity for women to move into a management position (Ayub et al, 2019;Parmer, 2021;Watson, 2020). Missing that first step into leadership opportunities is a significant setback for women that forces them to play "catch-up" their entire careers (Parmer, 2021).…”

Section: Barriers To Leadership For Womenmentioning

confidence: 99%

“…The broken rung is the initial missed opportunity for women to move into a management position (Ayub et al, 2019;Parmer, 2021;Watson, 2020). Missing that first step into leadership opportunities is a significant setback for women that forces them to play "catch-up" their entire careers (Parmer, 2021). The broken rung makes it less likely women will reach senior-level leadership positions since they begin the ascent up the corporate chain behind their male counterparts (Parmer, 2021;Watson, 2020).…”

Section: Barriers To Leadership For Womenmentioning

confidence: 99%

“…Females that make it past the broken rung then face a barrier into senior leadership known as the "glass ceiling." The glass ceiling represents several different obstacles that work together to keep women out of key management positions (Ayub et al, 2019;Mungaray & Curtin, 2021;Parmer, 2021). Even though the vast majority of Americans believe men and women make equally competent leaders (PEW Research Center, 2015), women are still severely underrepresented in senior management (Catalyst, 2021;McKinsey and Company and Lean In, 2021;Parmer, 2021;Rhode, 2017).…”

Section: Barriers To Leadership For Womenmentioning

confidence: 99%

“…The glass ceiling represents several different obstacles that work together to keep women out of key management positions (Ayub et al, 2019;Mungaray & Curtin, 2021;Parmer, 2021). Even though the vast majority of Americans believe men and women make equally competent leaders (PEW Research Center, 2015), women are still severely underrepresented in senior management (Catalyst, 2021;McKinsey and Company and Lean In, 2021;Parmer, 2021;Rhode, 2017). Research (Catalyst, 2005(Catalyst, , 2010Rhode, 2017) suggested the glass ceiling is a barrier constructed around gender bias and not objective qualifications such as education and work experience.…”

Section: Barriers To Leadership For Womenmentioning

confidence: 99%

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A quantitative analysis of motivations of association executives to earn the certified association executive credential

Farmer¹

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The Certified Association Executive credential is a professional certification designed to identify association management professionals committed to a wide range of knowledge essential to the management of an association. Though the CAE has existed since 1960, no research exists related to the motivations of those individuals that chose to purse the certification. The purpose of this study was to identify the most significant motivations that lead association professionals to sit for the Certified Association Executive certification and the relationship of those motivations to certain demographic variables. The researcher used the Educational Participation Scale A-Form to ascertain the motivational factors most relevant to association management professionals that choose to sit for the CAE. The researcher's survey included three demographic questions that asked participants to self-identify their gender, race, and career stage at the time they sat for the CAE. The results of this study were organized to answer four research questions that examined these motivations overall and how they related to the demographic data. The study concluded there were not significant differences in motivations amongst the demographics identified by the researcher, but the data did ascertain that the motivational factors of professional advancement and cognitive interest were the prevailing motivators across all demographics.

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Section: Gender and Career Equalitymentioning

confidence: 99%

Section: Barriers To Leadership For Womenmentioning

confidence: 99%

Section: Barriers To Leadership For Womenmentioning

confidence: 99%

Section: Barriers To Leadership For Womenmentioning

confidence: 99%

Section: Barriers To Leadership For Womenmentioning

confidence: 99%

See 3 more Smart Citations

A quantitative analysis of motivations of association executives to earn the certified association executive credential

Farmer¹

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Self-Consistency and Self-Enhancement Motivation Impacts on Selective Exposure to Politics — A SESAM Model Application

Westerwick

Sude

Brooks

et al. 2022

Mass Communication and Society

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Comparative analysis of gender disparity in academic positions based on U.S. region and STEM discipline

Galvin,

Anderson,

Marolf

et al. 2024

PLoS ONE

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Despite a move toward gender parity in the United States (U.S.) workforce, a large gender gap persists in the fields of science, technology, engineering, and mathematics (STEM); this is particularly true for academic (i.e., instructor and tenure track) STEM positions. This gap increases as women advance through the traditional steps of academia, with the highest degree of gender disparity in tenured positions. As policies, politics, and culture, which all contribute to gender equity across the world, vary across regions in the United States, we expect that the gender gap in STEM might also vary across geographic regions. Here, we evaluated over 20,000 instructor and tenure track positions in university STEM departments across the U.S. to evaluate whether and how the geographic region of a university might determine its proportion of women in STEM academic positions. Similar to previous research, regardless of geographic region, more men were employed in both tenure track and instructor positions across STEM fields. However, variation existed regionally within the U.S., with the Mountain region employing the lowest proportion of women in tenure track positions and the East North Central and Pacific regions employing the greatest proportion. We expect this regional variation could be caused by differences in state and local policies, regional representation, and mentorship, resulting in inconsistent support for women, leading to differences in work environments, hiring, and job retention rates across the country. A better understanding of which geographic areas within the U.S. have more equal distributions of women in the STEM field will help us to identify the specific mechanisms that facilitate more equal and inclusive opportunities for women and other underrepresented groups across all levels of STEM academia.

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The road to gender equality: Persisting obstacles for American women in the workforce.

Cited by 4 publications

References 56 publications

A quantitative analysis of motivations of association executives to earn the certified association executive credential

A quantitative analysis of motivations of association executives to earn the certified association executive credential

Self-Consistency and Self-Enhancement Motivation Impacts on Selective Exposure to Politics — A SESAM Model Application

Comparative analysis of gender disparity in academic positions based on U.S. region and STEM discipline

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