Women’s Career Progression

Introduction

Because of the powerful influence of globalization, the discrimination between the treatment of men and women were set aside in either education or in workplace. Both men and women are contributing towards the achievement of total development. The increasing number of challenges present in the workforce is slowly diminishing because of the effective training and natural skill of people. However, the recognition of different characteristics and working capabilities between men and women are still criticized by most of organizations.

Background and Problem Statement

In terms of career opportunities, men and women can now freely choose their areas of expertise. In every business sectors, it is very obvious that men and women are actively participating to aid the organization in achieving its goals. In the financial sector such as the banking industry and any kinds of financial institutions, the competition between the two sexes can be determined. This is because for the reason that both men and women can access equal opportunities but there is a tricky idea that the countries in Middle East use to deliver. Women in Middle Eastern schools excel more in school but when it comes in workplace, men are the one who holds the top positions. In spite of the similarities in culture, there is an underpinning idea regarding the differences of men and women in terms of career progression.

Research Aim and Objectives

The main aim of the study is to identify the reasons behind the career progression of women in workplace. In order to manage all the ideas with a great fashion, there are three objectives that should have to satisfy. First is to compare the similarities and differences of career opportunities, as well as the progress, of women between Kuwait and Dubai. Second is to demonstrate the applied techniques in improving the women’s performance in financial sector. And third is to recognize the reasons that block the continuous progress of women.

Literature Review

There are many recognizable issues in relation to the career progression of women, particularly in Middle East. Broadly speaking, it is identified that disengagement or the breaks in the career of the women slows the progression. In accountancy level, the progress of individual is sought after and women often receive various disadvantages because of other opportunities like birth giving (Buckley and Martin, 2009). The gender role is also discovered and been associated with career progression and job satisfaction. In between the personal attributes and job requirements, females are assumed not to possess the suitable traits, in which expected to witness among the males such as having the strong motivation and competence (Kirchmeyer, 1999). It is clear that career progression fosters success even in a complex business environment. However, there are still workplaces wherein women receive discrimination that damages the career progression and future opportunities. Moreover, many women are reluctant in committing in a flexible working situation which is opposed on the idea of the leaders in the corporate world (Hudson, 2009). Corporate leaders understand that women should take initiative and be open to all the opportunities that might meet them during the height of their career, which will lead them to their progression. The transformation of an individual is not only relies on the ability of the person but also in his openness. Women, apparently, used to undermine the authority particularly in organizations accustomed to a stereotypical male leadership style, which can again create an impression on the leaders, either good or bad. However, within the workplace, women in their professional career path seem to display a sense of responsibility which can be used as their ultimate key towards career progression. The amount of responsibility and commitment women give to organization can be the ace of the organization to keep them and help to improve. The leaders, on the other hand, should view the level of discrimination within the workplace that might draw an impact towards the role being played by women (YouGov Siraj, 2007).

Methodology

In the investigation of the study, the suggested method that can be effectively applied is the use of comparative case studies. The setting of the case studies should be on the said participating countries namely Kuwait and Dubai. The use of comparative case studies can bring home various advantages such as having the easy view or access on the areas of workplace within Kuwait and Dubai. Another is to have the opportunity to discover the literature gaps and draw conclusions because of the cases presented in the country’s respective workplaces particularly within the financial sector.

References:

Buckley, S., & Martin, R., (2009) “Women in the City”, The Institute of Chartered Accountants in England and Wales, Accessed 18 June 2010, from http://www.icaew.com/index.cfm/route/168893/icaew_ga/Home/Press_and_policy/Public_policy/ICAEW_s_first_written_submission_on_Women_in_the_City/pdf

Hudson, V., (2009) “Equality: Women in Financial Services”, The Association of Chartered Certified Accountants, Accessed 18 June 2010, from http://www.accaglobal.com/pubs/about/public_affairs/unit/global_briefings/equality.pdf

Kirchmeyer, C., (1999) “Women’s vs. Men’s Managerial Careers: Is This a Case of Comparing Apples and Oranges?”, Academy of Management Proceedings, Accessed 18 June 2010, from http://www.lbl.gov/BLI/BLI_Library/assets/articles/CD/CD_WOMT_Women%27s_vs_Men%27s_Managerial_Careers.pdf

YouGov Siraj, (2007) “The Rising Ranks of Women in the Middle East Workplace”, Accessed 18 June 2010, from http://img.bayt.com/app/sections/career_resources/research/women-in-the-middle-east-workplace-v2.pdf