Oprah once said, “I was afraid of people saying, who does she thinks she is? Now I have the courage to stand and say, this is who I am.” How many other women have ever felt the same way as Oprah Winfrey? She is a woman who has achieved very high standards in the entertainment business. It takes a great deal of sacrificing to be a successful woman in most businesses, particularly the ones dominated by men. Women working in a male dominant field can be faced with numerous challenges. For example, inequality, pay difference and harassment are some forms of discrimination. The situation also comes along with sacrificing, tougher work and extensive hours. These problems could result in having family and social life complications. Although, some ladies may have a different perspective because of the great benefits and compensation. The mental challenges can also be overwhelming and unbearable at times.
Furthermore, there are various reasons why women choose Cybersecurity and construction work jobs. Some women as well choose fields such as healthcare, clergy and non-traditional. Although, those fields in particular usually pay less and require less time from the workers. However, many barriers exist for women when it comes to physical performance due to gender. Females can outperform males mentally some physical challenges may still exist. Men at times feel superior to women in the workplace. Testosterone perhaps could cause men to often dominant or take charge of situations. Nonetheless, some women opt out of Corporate America then return later on in life. Numerous amounts of women today work in Management positions that were once considered male only professions. Clergy women also face many challenges in the church which are similar Corporate America problems. The main reason is because most clergy jobs are usually held by men with a higher status. This paper will further explore the different aspects of women working in male dominant fields.
Equal Opportunity Laws have paved the way for more non-traditional fields. In the United States only 13% of the professionals of cybersecurity are women. Although, this number is much higher than Asia and Europe women of cybersecurity profession. The actual job consist of protecting the computer and its components from threats and attacks. Cybersecurity is a higher level of understanding of the information technology (IT) world. Women are face with many obstacles after choosing IT as an occupation. For instance, working late night shifts, extremely long hours, and etc. Those could all raise concerns about the safety of women in the computer laboratory alone. Females also have family issues especially when the job requires 24/7 availability. This can result in high daycare cost and the children being rebellious. It may also create differences between their significant other due to the long time away from home. “A work environment made it difficult to manage a work-family balance for women, who are often in charge of household work and raising children” (Bagchi-Sen, Rao, Upadhyaya, & Chai, 2010, p. 28). Moreover, women still face challenges even in fields such as construction work.
The relation for women being invisible and visible in the work place is due to the physicality of work. Women folk sometimes go overboard trying to fit in with their male co-workers. Many people assume that females cannot perform jobs that are mechanical, technical, or heavy physical work. For example, such as ladies working in construction or driving a truck. The physical aspect of being able to lift the heavy machinery or carry their work load is questionable to some people. The emotions women deal with about the job are usually executed privately. This allows privacy so there are no negative evaluations about their performance. “That emotional work involves the women using their potential to ameliorate potentially harmful gendering practices. It also involved navigating ways of protection, while desiring emotional connection; sometimes by going into hiding; sometimes by battling sexism head on” (Smith, 2013, p.600).
Furthermore, it is insinuated that females have a tendency to stay away from the construction field due to lack of knowledge. Many men working in construction feel that women should become teachers or nurses. The construction environment is not the male ideal workplace for a female. Some men may perform double the work in order to keep up while working with women partners. When men try to dominant it can cause the work environment to be very intimidating. Women usually try to avoid working in hostile environments. “Given the generally perceived long-term trend of recruitment problems in the construction industry, the importance of attracting more women to construction makes economic sense, a part from the fundamental issues of women’s rights and equitable status in society” (Gale, 1994, p.4). Furthermore, there are many benefits and challenges of traditional and non-traditional careers in male dominant fields.
There are a great deal of benefits and non-benefits of working in non-traditional careers. For example, some benefits are the recognition women get that usually is overlooked in male dominant fields. The incentives and compensation is typically higher for male dominant occupations. Particularly, when women are usually compensated less than men. “It is widely published that women make about 77 percent of what men earn for performing similar jobs” (Dias, 2011, p. 74). The first female to succeed in a male dominant career opened the door for others to walk through. Obstacles for non-traditional careers is having little or no support from acquaintances and family. Which may consist of questioning why women would accept a challenging career with the struggles and difficulties. Females are over looked for leadership roles because it is perceived men are naturally leaders. It is also believed that men possesses better skills physically and mentally.
However, another setback is the lack of mentors women receive in non-traditional fields. Mentors are significant to success because of the protection and guidance provided. Organizations often have informal mentoring programs that help the employees move up through the ranks. “Traditionally, this informal mentor relationship results in someone “pairing up” with another who has similar physical characteristics, is the same gender, or has a similar mind-set” (Dias, 2011, p. 75). Typically, that means if the work environment is majority men, the female is less likely to be “paired up” and mentored. Which could lead to a harder experience making it up the company ladder and receiving a promotion. In contrast, some possible negative men might feel that women are trying to take their “spot.” Additionally, women have to deal with physical and mental challenges which can be very serious and perplexing. Consequently, this could cause women to leave the work force and giving up the Corporate America lifestyle.
Women folk occasionally transition through careers by choosing to leave Corporate America and opting back in at a later time. Although, women leave their jobs for a number of factors that influence the decisions to stop working. Majority of women do not leave traditional careers just to raise a family or settle down. More or less have left to support their spouses in their job relocation as well. An additional reason for opting out is to take care of elderly parents or relatives. “Seventy-one percent of the people who devote 40 hours or more a week to care for aging relatives are women” (Cabrera, 2007, p. 219).
There are also other factors that play a role in women leaving the work force. For instance, alleged discrimination, disregard for corporate principles, harassment and lack of prospect for progression. Many have been laid off or forced to resign from work. Although, others may leave in pursue of continuing their education. Moreover, opting out is also a way to find a more fulfilling career than their current job. Entrepreneurship is another way for women to go back into the work force. Some women left corporate America to raise children or start families. Many may return to work but others remain out the work force. However, it may be challenging for women to move up the company ladder. Many studies show that majority of upper management positions are occupied by men in Corporate America.
Women have not always held management positions in the corporate world. Although, managing the household and family was considered a woman’s job. Women folk working outside of the home have not always been accepted by society very well. Nonetheless, some have entered Corporate America and made an everlasting impression. Some of the highest ranks and positions are now held by women. Ladies becoming managers is widely accepted now in the business industry in comparison to decades ago.
Manager’s duties varies because some positons entails specific work direction. Even though, most of their responsibilities consist of communicating with employees verbally or written. Therefore, by keeping employees on track of the company’s direction is their main objective. Creating and implementing a plan to get there is most directors overall focus. Women have been known to communicate in verbal strategies that are accommodating when speaking. Men are looked upon as being more competitive even when speaking to others. Managers take responsibility and hold others accountable for their actions. Each employee is responsible and accountable for their actions. However, being a manager means preparing to learn from others throughout the organization. Limitations should not exist because of someone’s gender because that is discrimination.
Women in executive roles do not have to take on a masculine traits in order to be successful in their positions. More importantly, women should be approachable and genuine, instead of being excessively assertive. Generally women are more familiarize with teamwork, paying attention to details. Connecting and instinct are some strong points some women possess as well. Although, many men have some of these same traits. These are strong traits female leaders should use to make the most of the strengths from their employees. Those traits will help produce a complete and productive work environment.
Moreover, females are told not to take discrimination personally by some men coworkers. Men suggest that women should overcome the barrier to build themselves to be an ameliorate manager. An additional aspect for women managers is the need to change from strategic social network to social alliance. Men are more strategic thinkers in a different way to most women. Women sometimes feel the need to have social alliances minus the expectations from men. “The way women learn to become managers is a complex combination of their personalities, their value systems, their experiences and the culture and interventions of the organization in which they work” (Bryans & Mavin, 2003, p. 129). The key issue is changing the customs of management in their company or the choice to alter themselves. Although, both will probably have to change but having that balance of the change is significant. Women are now respected in their emerging uniqueness as leaders.
Females in upper management positions occasionally poses a threat to males. Women are not getting married or settling down fast due to intimidation from men. Ladies are considered competition to men when working in a similar field. Even though, it has been proven that men and women are attracted to the same occupations. Normally independent women with resilience are the ones in this type of work force. Some men may feel women cannot give them what they need if they are performing the same job. Women have to learn what works best for them when they are in a male dominant field. Sustaining an adequate amount of emotional health is a very important aspect of a woman’s health.
Additionally, having decent emotional health while working in a male dominant field is great to have. Numerous amounts of women working in non-traditional fields deal with some form of depression. “With high visibility and high contrast, the minority members are typically assimilated into the stereotypes held by the dominant members. With little experience of women in nontraditional roles, men resort to familiar generalizations about women and distort their perceptions of women” (Lemkau, 1986, p. 2). One part of the depression that these women are dealing with is sex role double binds. This is when women are being projected to adapt to the labels that men have given out. However, women have a tendency to self-blame because they have internalized the stereotype. Additionally, with no support system or family make it difficult to cope with depression. The negative labels and name calling by men make women become depressed. The solution for reducing or getting rid of the depression consist of many steps. Perhaps control stress and connect with other females in non-traditional fields. Support of friends and family especially males can reduce the stress women feel. Nevertheless, when talking about women in nontraditional fields clergywomen have to be included.
Clergywomen face some of the same conflicts that professional women face in Corporate America. It consist of winning acceptance from their peers, balancing family life and dealing with social isolation. Pastoring a church is looked upon as a two-person career and is almost impossible for clergywomen to accomplish it alone. Even though most clergywomen are married and their husbands are professional men. Unfortunately, men usually do not make the time to play the role of clergy spouse. In contrast, when their husbands become pastors they carry the burden of high level and they are not paid for being involved in the church. Spouses of a male pastor is considered to support their husbands achieve higher standards and increase salary. There is struggle concerning family responsibilities and pastoral duties. “Much of this role overload is a result of being in a profession that is considered a sacred calling, a way of life, and a job whose demands are unrelenting 24 hours a day, 7 days a week” (Frame & Shehan, 2005, p. 13). Traditional female roles have allowed the clergywomen to enlarge their membership within the church. Women make up 14% of the clergy in the US, this is why ordained ministry continues to be the most male-dominant field. Finally, coping with the challenges women face in this profession is being a part of support groups, seeking spiritual guidance, taking time off, etc.
In conclusion, women have proven that they can handle working in a male-dominant field very well. Although, women may not have the physical strength a man has they are willing and able to perform the work. Ladies may not perform as quickly as men because of the physical challenges but it will get completed in a timely matter. Women have come far along in the professional workforce due to overcoming obstacles. Although, many stereotypes exist men have learned to accept the role of a woman in society slowly. Even if we decide to become entrepreneurs there is nothing that can stop that from happening. Having family and friends that support my dreams allowed room for my advancement in Corporate America. Nevertheless, managing others and becoming executives is something most people will strive for. Although, might have to strive harder it just makes us stronger and more efficient.
Furthermore, there are various reasons why women choose Cybersecurity and construction work jobs. Some women as well choose fields such as healthcare, clergy and non-traditional. Although, those fields in particular usually pay less and require less time from the workers. However, many barriers exist for women when it comes to physical performance due to gender. Females can outperform males mentally some physical challenges may still exist. Men at times feel superior to women in the workplace. Testosterone perhaps could cause men to often dominant or take charge of situations. Nonetheless, some women opt out of Corporate America then return later on in life. Numerous amounts of women today work in Management positions that were once considered male only professions. Clergy women also face many challenges in the church which are similar Corporate America problems. The main reason is because most clergy jobs are usually held by men with a higher status. This paper will further explore the different aspects of women working in male dominant fields.
Equal Opportunity Laws have paved the way for more non-traditional fields. In the United States only 13% of the professionals of cybersecurity are women. Although, this number is much higher than Asia and Europe women of cybersecurity profession. The actual job consist of protecting the computer and its components from threats and attacks. Cybersecurity is a higher level of understanding of the information technology (IT) world. Women are face with many obstacles after choosing IT as an occupation. For instance, working late night shifts, extremely long hours, and etc. Those could all raise concerns about the safety of women in the computer laboratory alone. Females also have family issues especially when the job requires 24/7 availability. This can result in high daycare cost and the children being rebellious. It may also create differences between their significant other due to the long time away from home. “A work environment made it difficult to manage a work-family balance for women, who are often in charge of household work and raising children” (Bagchi-Sen, Rao, Upadhyaya, & Chai, 2010, p. 28). Moreover, women still face challenges even in fields such as construction work.
The relation for women being invisible and visible in the work place is due to the physicality of work. Women folk sometimes go overboard trying to fit in with their male co-workers. Many people assume that females cannot perform jobs that are mechanical, technical, or heavy physical work. For example, such as ladies working in construction or driving a truck. The physical aspect of being able to lift the heavy machinery or carry their work load is questionable to some people. The emotions women deal with about the job are usually executed privately. This allows privacy so there are no negative evaluations about their performance. “That emotional work involves the women using their potential to ameliorate potentially harmful gendering practices. It also involved navigating ways of protection, while desiring emotional connection; sometimes by going into hiding; sometimes by battling sexism head on” (Smith, 2013, p.600).
Furthermore, it is insinuated that females have a tendency to stay away from the construction field due to lack of knowledge. Many men working in construction feel that women should become teachers or nurses. The construction environment is not the male ideal workplace for a female. Some men may perform double the work in order to keep up while working with women partners. When men try to dominant it can cause the work environment to be very intimidating. Women usually try to avoid working in hostile environments. “Given the generally perceived long-term trend of recruitment problems in the construction industry, the importance of attracting more women to construction makes economic sense, a part from the fundamental issues of women’s rights and equitable status in society” (Gale, 1994, p.4). Furthermore, there are many benefits and challenges of traditional and non-traditional careers in male dominant fields.
There are a great deal of benefits and non-benefits of working in non-traditional careers. For example, some benefits are the recognition women get that usually is overlooked in male dominant fields. The incentives and compensation is typically higher for male dominant occupations. Particularly, when women are usually compensated less than men. “It is widely published that women make about 77 percent of what men earn for performing similar jobs” (Dias, 2011, p. 74). The first female to succeed in a male dominant career opened the door for others to walk through. Obstacles for non-traditional careers is having little or no support from acquaintances and family. Which may consist of questioning why women would accept a challenging career with the struggles and difficulties. Females are over looked for leadership roles because it is perceived men are naturally leaders. It is also believed that men possesses better skills physically and mentally.
However, another setback is the lack of mentors women receive in non-traditional fields. Mentors are significant to success because of the protection and guidance provided. Organizations often have informal mentoring programs that help the employees move up through the ranks. “Traditionally, this informal mentor relationship results in someone “pairing up” with another who has similar physical characteristics, is the same gender, or has a similar mind-set” (Dias, 2011, p. 75). Typically, that means if the work environment is majority men, the female is less likely to be “paired up” and mentored. Which could lead to a harder experience making it up the company ladder and receiving a promotion. In contrast, some possible negative men might feel that women are trying to take their “spot.” Additionally, women have to deal with physical and mental challenges which can be very serious and perplexing. Consequently, this could cause women to leave the work force and giving up the Corporate America lifestyle.
Women folk occasionally transition through careers by choosing to leave Corporate America and opting back in at a later time. Although, women leave their jobs for a number of factors that influence the decisions to stop working. Majority of women do not leave traditional careers just to raise a family or settle down. More or less have left to support their spouses in their job relocation as well. An additional reason for opting out is to take care of elderly parents or relatives. “Seventy-one percent of the people who devote 40 hours or more a week to care for aging relatives are women” (Cabrera, 2007, p. 219).
There are also other factors that play a role in women leaving the work force. For instance, alleged discrimination, disregard for corporate principles, harassment and lack of prospect for progression. Many have been laid off or forced to resign from work. Although, others may leave in pursue of continuing their education. Moreover, opting out is also a way to find a more fulfilling career than their current job. Entrepreneurship is another way for women to go back into the work force. Some women left corporate America to raise children or start families. Many may return to work but others remain out the work force. However, it may be challenging for women to move up the company ladder. Many studies show that majority of upper management positions are occupied by men in Corporate America.
Women have not always held management positions in the corporate world. Although, managing the household and family was considered a woman’s job. Women folk working outside of the home have not always been accepted by society very well. Nonetheless, some have entered Corporate America and made an everlasting impression. Some of the highest ranks and positions are now held by women. Ladies becoming managers is widely accepted now in the business industry in comparison to decades ago.
Manager’s duties varies because some positons entails specific work direction. Even though, most of their responsibilities consist of communicating with employees verbally or written. Therefore, by keeping employees on track of the company’s direction is their main objective. Creating and implementing a plan to get there is most directors overall focus. Women have been known to communicate in verbal strategies that are accommodating when speaking. Men are looked upon as being more competitive even when speaking to others. Managers take responsibility and hold others accountable for their actions. Each employee is responsible and accountable for their actions. However, being a manager means preparing to learn from others throughout the organization. Limitations should not exist because of someone’s gender because that is discrimination.
Women in executive roles do not have to take on a masculine traits in order to be successful in their positions. More importantly, women should be approachable and genuine, instead of being excessively assertive. Generally women are more familiarize with teamwork, paying attention to details. Connecting and instinct are some strong points some women possess as well. Although, many men have some of these same traits. These are strong traits female leaders should use to make the most of the strengths from their employees. Those traits will help produce a complete and productive work environment.
Moreover, females are told not to take discrimination personally by some men coworkers. Men suggest that women should overcome the barrier to build themselves to be an ameliorate manager. An additional aspect for women managers is the need to change from strategic social network to social alliance. Men are more strategic thinkers in a different way to most women. Women sometimes feel the need to have social alliances minus the expectations from men. “The way women learn to become managers is a complex combination of their personalities, their value systems, their experiences and the culture and interventions of the organization in which they work” (Bryans & Mavin, 2003, p. 129). The key issue is changing the customs of management in their company or the choice to alter themselves. Although, both will probably have to change but having that balance of the change is significant. Women are now respected in their emerging uniqueness as leaders.
Females in upper management positions occasionally poses a threat to males. Women are not getting married or settling down fast due to intimidation from men. Ladies are considered competition to men when working in a similar field. Even though, it has been proven that men and women are attracted to the same occupations. Normally independent women with resilience are the ones in this type of work force. Some men may feel women cannot give them what they need if they are performing the same job. Women have to learn what works best for them when they are in a male dominant field. Sustaining an adequate amount of emotional health is a very important aspect of a woman’s health.
Additionally, having decent emotional health while working in a male dominant field is great to have. Numerous amounts of women working in non-traditional fields deal with some form of depression. “With high visibility and high contrast, the minority members are typically assimilated into the stereotypes held by the dominant members. With little experience of women in nontraditional roles, men resort to familiar generalizations about women and distort their perceptions of women” (Lemkau, 1986, p. 2). One part of the depression that these women are dealing with is sex role double binds. This is when women are being projected to adapt to the labels that men have given out. However, women have a tendency to self-blame because they have internalized the stereotype. Additionally, with no support system or family make it difficult to cope with depression. The negative labels and name calling by men make women become depressed. The solution for reducing or getting rid of the depression consist of many steps. Perhaps control stress and connect with other females in non-traditional fields. Support of friends and family especially males can reduce the stress women feel. Nevertheless, when talking about women in nontraditional fields clergywomen have to be included.
Clergywomen face some of the same conflicts that professional women face in Corporate America. It consist of winning acceptance from their peers, balancing family life and dealing with social isolation. Pastoring a church is looked upon as a two-person career and is almost impossible for clergywomen to accomplish it alone. Even though most clergywomen are married and their husbands are professional men. Unfortunately, men usually do not make the time to play the role of clergy spouse. In contrast, when their husbands become pastors they carry the burden of high level and they are not paid for being involved in the church. Spouses of a male pastor is considered to support their husbands achieve higher standards and increase salary. There is struggle concerning family responsibilities and pastoral duties. “Much of this role overload is a result of being in a profession that is considered a sacred calling, a way of life, and a job whose demands are unrelenting 24 hours a day, 7 days a week” (Frame & Shehan, 2005, p. 13). Traditional female roles have allowed the clergywomen to enlarge their membership within the church. Women make up 14% of the clergy in the US, this is why ordained ministry continues to be the most male-dominant field. Finally, coping with the challenges women face in this profession is being a part of support groups, seeking spiritual guidance, taking time off, etc.
In conclusion, women have proven that they can handle working in a male-dominant field very well. Although, women may not have the physical strength a man has they are willing and able to perform the work. Ladies may not perform as quickly as men because of the physical challenges but it will get completed in a timely matter. Women have come far along in the professional workforce due to overcoming obstacles. Although, many stereotypes exist men have learned to accept the role of a woman in society slowly. Even if we decide to become entrepreneurs there is nothing that can stop that from happening. Having family and friends that support my dreams allowed room for my advancement in Corporate America. Nevertheless, managing others and becoming executives is something most people will strive for. Although, might have to strive harder it just makes us stronger and more efficient.