Women in the Workplace

In many cultures all over the world, women are treated as being weak and patronized. Due to social pressure and expectation, women are generally considered inappropriate for all forms of higher education and return to parenting or cooking for their husbands. Over the years, our society has improved the stereotypes of women's suffrage, educational expectations, and athletic abilities. In many aspects of our society, it is now wished for women to compete against male partners.

For women, being "unique" in the workplace is local. In a recent survey of "women in the workplace" we have made, 20% of women responded that they are the only sex in a room, or one of a very small number of women. In several areas such as technology and engineering, this number is much more. For colored women, this figure rose to nearly 45%. Male, only 7%. These statistics were derived from surveys on 64,000 employees in North America and 279 companies. These statistics clearly show that the progress of gender equality in most companies is frustrating. In the past five years, the proportion of white-collar women who joined the company has steadily increased, close to men. However, female agencies are still decreasing in the company's channel, and in senior management the female agency is still one-fifth.

According to McKinsey & Company's 2016 women's workplace survey and Sheryl Sandberg's Leanin.Org, gender equality in the workplace will be over a century. They said that this reason has nothing to do with female opt-out. According to a recent survey, consumption of men and women is almost the same. On the contrary, women are facing promotional barriers mainly due to gender bias. In her book "Lean In", Sandberg invited us to sit on the table. But sitting at the table is effective only if it brings value to the discussion. This value starts with opinion rooted in preparation and fact. After you finish your homework, you come to a firm conclusion before you go to the table

This is an excerpt from LeanIn.Org and McKinsey, which was edited by a woman in the office in 2017. This is based on a 2015 work woman's and 2016 work women's report, and a similar study conducted by McKinsey in 2012. For more information, please visit womenintheworkplace.com.

A clear signal from the organization indicates success and climbing a ladder is complementary, but most people do not believe it. McKinsey's 2016 woman at work showed a desire for men and women. They discovered that only 40% of women and 56% of men are interested in becoming a senior manager of the company. If you stand strong on the indicators of success, why do more people do not want this power? It may be because the rise has run out. As companies become more complex, the range of expertise and skills of functions is expanding. Choosing today's leader means that we need to meet almost impossible requirements. At the chief executive level, demand is more extreme and needs to have high skill in investor relations activities, operations, strategy, community relations, politics, and most importantly, It is a leading leader.