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Gender Inequality in Leadership Positions in the Banking Industry.

Record Type:	Electronic resources : Monograph/item
Title/Author:	Gender Inequality in Leadership Positions in the Banking Industry./
Author:	Fox, Jillian Lindsay.
Published:	Ann Arbor : ProQuest Dissertations & Theses, : 2020,
Description:	179 p.
Notes:	Source: Dissertations Abstracts International, Volume: 81-10, Section: A.
Contained By:	Dissertations Abstracts International81-10A.
Subject:	Finance. -
Online resource:	http://pqdd.sinica.edu.tw/twdaoapp/servlet/advanced?query=27832760
ISBN:	9798607319359

Gender Inequality in Leadership Positions in the Banking Industry.
Fox, Jillian Lindsay.

Gender Inequality in Leadership Positions in the Banking Industry. - Ann Arbor : ProQuest Dissertations & Theses, 2020 - 179 p.

Source: Dissertations Abstracts International, Volume: 81-10, Section: A.

Thesis (D.B.A.)--Northcentral University, 2020.

This item must not be sold to any third party vendors.

Gender inequality is a persistent social disparity that can be observed on a global scale, and even the most developed countries encounter this problem. The purpose of the research is to investigate gender gaps in the United States business, United States banks in particular. There are several considerations that have become the main research problem. Firstly, the profound institutionalization of gender inequalities can be observed on a general principle, as it originates from social practices of the industrial age. Social ties of gender discrimination are transitioned to the organizational context. Since many cases of gender inequalities in the workplace stem from meritocracy of gender roles, they are mirrored on the institutional level. Sex categorization appears to be persistent as a result of the application of such key attributes of sexism as family codes, civil liberties, physical integrity, son preference, and ownership rights. Therefore, an institutional environment has become extremely unfavorable for females in all these respects. The study provides a detailed account of the theoretical and conceptual framework that supports the background of the study and touches upon a variety of other issues. The research utilizes a qualitative design of a survey research study comprised of 178 female participants in the investment finance field. This research represents a comprehensive contribution to the subject of gender gaps in the workplace since organizational and economic aspects are considered. The results revealed that gender inequality is still perceived as ongoing issue, females are dominating as mid-level managers, male as dominant in the top-management positions, over 50% believe that women shy away from leadership positions. The majority thought that if current policies changed it would decrease gender inequality in the workplace, and gender quota boards were viewed as favorable by 65%. Future research and practice recommendations suggest that gender inequality is still a real issue in the United States workplace, specifically in the financial investment field, but the majority believe that gender inequality is improving. The researcher suggests researching other female-dominated industries and focus the study on individual issues to thoroughly tackle each issue at a time.

ISBN: 9798607319359Subjects--Topical Terms:

542899
Finance.
Subjects--Index Terms:

Diversity

Gender Inequality in Leadership Positions in the Banking Industry.
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500 $a Source: Dissertations Abstracts International, Volume: 81-10, Section: A.
500 $a Advisor: Roberts, Kenny.
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520 $a Gender inequality is a persistent social disparity that can be observed on a global scale, and even the most developed countries encounter this problem. The purpose of the research is to investigate gender gaps in the United States business, United States banks in particular. There are several considerations that have become the main research problem. Firstly, the profound institutionalization of gender inequalities can be observed on a general principle, as it originates from social practices of the industrial age. Social ties of gender discrimination are transitioned to the organizational context. Since many cases of gender inequalities in the workplace stem from meritocracy of gender roles, they are mirrored on the institutional level. Sex categorization appears to be persistent as a result of the application of such key attributes of sexism as family codes, civil liberties, physical integrity, son preference, and ownership rights. Therefore, an institutional environment has become extremely unfavorable for females in all these respects. The study provides a detailed account of the theoretical and conceptual framework that supports the background of the study and touches upon a variety of other issues. The research utilizes a qualitative design of a survey research study comprised of 178 female participants in the investment finance field. This research represents a comprehensive contribution to the subject of gender gaps in the workplace since organizational and economic aspects are considered. The results revealed that gender inequality is still perceived as ongoing issue, females are dominating as mid-level managers, male as dominant in the top-management positions, over 50% believe that women shy away from leadership positions. The majority thought that if current policies changed it would decrease gender inequality in the workplace, and gender quota boards were viewed as favorable by 65%. Future research and practice recommendations suggest that gender inequality is still a real issue in the United States workplace, specifically in the financial investment field, but the majority believe that gender inequality is improving. The researcher suggests researching other female-dominated industries and focus the study on individual issues to thoroughly tackle each issue at a time.
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