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Catalyst Research Paper

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Women currently hold 23 (four point six percent) of the CEO positions at the top 500 companies in the world (Women CEOs of the S&P 500, 2015, April 3, New York: Catalyst). This thesis asks the question why women are infrequently found at the occupational top. The underrepresentation of women at the occupational top might explain why there are fewer women in organizations where men dominate the top. Due to the majority of men being involved in leadership positions (Brown & Watson, 2010; Ceci, Ginther, Kahn & Williams, 2014) women might not have a person to identify with at the top (Kirchler, 1992). The scope of this issue may be part of a larger issue where a culture of sustained gender-inequality persists (Ceci, Ginther, Kahn & Williams, 2014).
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Furthermore, Olsson presents us with another alarming fact that show that not only it is almost impossible to get promoted in Walmart, it is more difficult to get promoted if the employee is a female. According to Olsson, “Wal-Mart today has the same percentage of women in management that the average company had in 1975” (5). In other words, the percentage of women in management did not change from 1975, when women weren’t equal in a work atmosphere as they today. Olsson provides statistic that improves her argument and reveals Walmart unfairness.

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Location Silver maple, also known as acer saccharinum is the most common maple species to be found in the United States and is found usually in wet areas throughout central and eastern North America, including right near us in southern Ontario! Size The Silver maple is a quick growing species that can live up to 130 years.

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As a group, we intend to create a proposal for research on why systematically underrepresented groups have been unable to break the threshold into CEO position in companies like the Fortune 500. The underrepresented groups that we are focusing on are women and people of color. We believe it is due to the fact that we, as a society, have an understanding that being both white and male have always been the identifying factors of representative eliteness. There are fewer opportunities given to those who do not fit into this image, which creates a glass ceiling for women and people of color. We are not discrediting the people who do get into CEO positions that are not white and/or male.

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The positions that females had were more likely to be chief information officer or human resources officer. The study determined that very little progress was made even in large leading hospitals in the nation, to close gender gaps in healthcare leadership. In fact, the top hospitals in the country should be leaders in closing the gaps and provide a good example of women in high ranking chief positions. (Lantz, 2008) In addition, there is less diversity in pay rates and on surveys that are self-reported, women healthcare executives earn lower salaries as men who are in similar positions. 29 of women said that gender played a vital role in receiving lower compensations in 2006, whereas 1 percent of men said the same.

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In the second decade of the 21st century, the few women that make it to the top as still seen as “the exception” and according to research this is a “pipeline problem”. Overall, women form a significant part of the labour force, but the pipeline breaks somewhere between middle management and the c-suite (the top executives). This break in the pipeline is caused by various issues including organizations failing to recognize and identify their own glass ceilings and developing appropriate solutions that not only destroy the glass ceiling but also rectify their leadership pipelines. Most importantly, the presence of high-status female managers has a huge impact on gender inequality in the workplace, women in positions of authority get to make decisions on issues including gender pay gap and diversified hiring practices. However, this break in the pipeline limits women’s access to leadership positions and “employees just don’t see enough women in leadership positions at their companies” (Coffman,

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In her widely watched 2010 TED talk “Why We Have Too Few Women Leaders” (currently with more than 1.5 million views) Sheryl Sandberg, currently Chief Operating Officer of Facebook (and the first woman to serve on Facebook's board) and formerly Vice President at Google, shares her experience of being one of the rare women in top global management positions and offers advice to women who would like to succeed in their corporate careers. In the 15-minute video, Sandberg asks how we can fix the problem of having too few women in top leadership positions in spite of many advances in women’s rights being made. She argues that the solution lies with women themselves, as individuals, and the messages they need to tell themselves and their daughters. This entails three steps: (1) ‘sit at the table’, meaning women should negotiate for themselves more assertively and stop underestimating their abilities; (2) ‘make your partner a real partner’ and establish shared/equal responsibilities between partners at home (i.e. with raising children and housework); and (3) ‘don’t ‘leave’ before you leave’, which means continuing to work at the best of your abilities (i.e. ‘leaning in’ instead of ‘leaning back’ when the possibility of having a child is entertained) until

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