Empowering Women- Cultivating Inclusive Culture and Designing for Leadership Success

Empowering Women- Cultivating Inclusive Culture and Designing for Leadership Success

Organizational culture is defined as a company’s attitudes, values, and beliefs and how they impact employee behaviour. Organizational design also influences employee behavior, which shapes how organizations are run and structured. Organizational culture and design play a vital role in shaping the work environment, thus impacting women leaders. For instance, organizational culture and design can create a conducive environment that allows women in leadership to make decisions and complete assigned leadership tasks with limited interference, thus increasing their effectiveness.

Significant Cultural and Design Elements Within an Organization That Supports Women in Leadership and How Organizations Incorporate These Elements

According to Gupta (2018), diversity is a significant cultural and design element within an organization that supports women in leadership (p. 3). Women must overcome stereotypes and break the glass ceiling to become leaders in organizations (Galsanjigmed & Sekiguchi, 2023, p. 367). Therefore, organizations that embrace diversity make it easier for women to overcome stereotypes and be confident to take leadership positions. Diversity also makes women in leadership feel safe to express themselves and use their knowledge and personal experiences to lead others in the organization (Gupta, 2018, p. 3). The second most significant cultural and design element is leadership development programs. According to Ely et al. (2011), leadership programs that give women a framework for understanding how gender bias can impact their transitions into leadership help them advance into more senior leadership roles (p. 35). The third most significant cultural and design element is equality. Organizations that promote equality in workload, tenure, and compensation provide a conducive environment for women in leadership, making it easier for them to complete their leadership responsibilities (Longman et al., 2018, p. 7). According to Mousa et al. (2023), the main organizational elements that support women leaders include identifying and handling systemic barriers, providing mentorship to create career opportunities, challenging gendered expectations and assumptions of leadership behaviours, and determining the factors that contribute towards increasing women’s credibility to internalize leadership identity (p. 4). Other elements within organizations that support women in leadership include having a supportive manager, having a female CEO, and mentorship programs (Axelsson et al., 2022, p. 28). Organizations incorporate these elements in their operations through policies and procedures.

Conclusion

Organizational culture and design elements are vital in creating an environment that supports the advancement of women leaders from junior to senior leadership. The main elements that contribute to the support of women leaders include identifying and handling systemic barriers, providing mentorship to create career opportunities, challenging gendered expectations and assumptions of leadership behaviours, determining the factors that contribute towards increasing women’s credibility to internalize leadership identity, having a supportive manager, having a female CEO and mentorship programs. These elements should be aligned with the organizational culture through organizational policies and procedures.

References

Axelsson, T., Jacobsson, A., & Lagerlöf, N. (2022). Female leadership; Navigating the organizational context (thesis).

Ely, R. J., Ibarra, H., & Kolb, D. M. (2011). Taking gender into account: Theory and design for women’s leadership development programs. Academy of Management Learning & Education, 10(3), 474–493. https://doi.org/10.5465/amle.2010.0046

Galsanjigmed, E., & Sekiguchi, T. (2023). Challenges women experience in leadership careers: An integrative review. Merits, 3(2), 367. https://doi.org/10.3390/merits3020021

Gupta, A. (2019). Women leaders and organizational diversity: Their critical role in promoting diversity in organizations. Development and Learning in Organizations: An International Journal, 33(2), 8–11. https://doi.org/10.1108/dlo-07-2018-0085

Longman, K., Daniels, J., Bray, D. L., & Liddell, W. (2018). How organizational culture shapes women’s leadership experiences. Administrative Sciences, 8(2), 8. https://doi.org/10.3390/admsci8020008

Mousa, M., Garth, B., Boyle, J. A., Riach, K., & Teede, H. J. (2023). Experiences of organizational practices that advance women in health care leadership. JAMA Network Open, 6(3). https://doi.org/10.1001/

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Prompt: According to your readings, what are the most significant cultural and design elements within an organization that support women in leadership? How do organizations incorporate these elements?

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