While corporate executives and government leaders have been talking about advancing women into senior leadership careers, how well is it being implemented, you can tell just by looking at one small unit. Not all promotion training brings equal opportunity, and excluding the essential interpersonal and personal competency issues, gender is an equally comprehensible and incomprehensible hurdle.
The old way of thinking is not easy to get rid of, and many middle-aged male executives are not willing to “get rid” of it at all, fearing that women’s families will interfere with their careers, so much so that women are asked in interviews, “Are you married? “The reason is simple: bosses don’t want a woman who is going to get married and have children soon to interfere with their work process.
Promoting female leadership is something many companies are working on, but there are still “tricky” ways to do it, and companies are draining women’s talent at an alarming rate, with 53% of women in entry-level positions and many moving up to mid-level positions. But when it comes to senior positions, the percentage of women has dropped steeply, with 35%, 24% and 19% of women in director level, senior vice president level and top management positions, respectively. In Japan, women directors make up less than one percent of the company’s board of directors. McKinsey & Company (McKinsey & Co.) recently conducted a questionnaire survey of executives at 60 large companies, the study showed that nearly nine out of ten CEOs believe that developing women’s talents is important to “getting the most exceptional talent” and competing in a market where women make most of the purchasing decisions. The Only 17 CEOs of Fortune 500 companies are women, compared to 12 last year.
People can recognize the power of women in leadership, but subconsciously prefer to ignore their contributions. For example, at a high-level academic forum, if a few women take the stage, the words get fairly minimal attention, but if a man’s presentation afterwards says something similar, it immediately makes sense and will be praised. This is a psychological perception that occurs unconsciously, and women are also far less credible than men. In the survey, it was found that among all the population, the percentage of those who wanted to be promoted was 74% for men and 69% for women. Women’s desire for promotion is slightly less than men’s. Although women have difficulty with high-intensity work and overtime and travel relative to men, and are unsure of their limits and more likely to bring family and life emotions to work, they still desire self-worth and success.
It’s not easy for women to fight in the workplace, and it’s even harder for strong women to rise through the ranks. Women who manage their own practices completely against their gender are less likely to achieve success in their careers, or even have the opposite effect, burying their careers. Women who appear to be “manly” in the workplace think they can make a career leap by suppressing their estrogen, but in fact, they stagnate by suppressing their feminine traits, such as sensitivity, delicacy, and communication skills.
Women are being forced to become strong women in order to get promoted, and strong women are not welcome. The workplace is moving in a healthy direction, and hopefully one day, women and men will have equal positions.