Women and Men in U.S. Corporate Leadership: Same Workplace, Different Realities?
This Study Examined The Attitudes And Experiences Of Executive Women Working In Fortune 1000 Companies And Compared Them To The Perceptions Of Fortune 1000 CEDs.
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51 percent advance to senior African-American Aspires to senior Availability of mentors awareness of organizational balance barrier to women’s believe that opportunities CEO Chairman Chairman & CEO children living Comfort with Trade-offs Commitment to personal/family companies Corporate Officers current positions difference at p<.05 difference at p=.000 Different Realities diversity Exclusion from informal executive women flexible work arrangements Fortune 500 G Men G Women gender Gender-based stereotypes Hispanic impact informal networks Inhospitable corporate culture Key Findings G Lack of awareness Lack of line Lack of mentoring Line and Staff line positions male managers managing women men’s Motors Corporation opportunities for visibility organization p<.05 Significant difference parental leave partner percent of men percent of women percent response rate percentages reach senior levels Reuben Mark Sara Lee Corporation satisfaction Senior Leadership Role senior-level women Sexual harassment significantly staff positions strongly agree/agree White Woman women to advance Women’s Advancement Workplace