Opportunities for Upper Management Positions for Women Employees

Abstract

Gender inequality persists in Sri Lanka due to structural and cultural barriers, impacting women's economic, political, and personal prospects. It has observed significant gender disparities remain in job positions and executive levels in many Sri Lankan companies. This research aims to uncover the reasons behind these imbalances and identify barriers hindering women's career advancement, ultimately contributing to gender equity solutions. It encompasses three specific objectives: scrutinizing the criteria for job promotions in the company, identifying barriers hindering women's advancement, and evaluating the impact of women-specific characteristics on career progression. Data collection involved surveying 32 females at the managerial level and conducting exploratory studies with male counterparts. Both primary and secondary data sources were used, with inferential and descriptive statistical methods applied for analysis. This research delves into the complex landscape of gender inequality within the company. External factors like political connections shape promotions, while organizational, social, and individual factors collectively contribute to the disparity. Low female representation in decision-making roles, cultural stereotypes, and the absence of female role models pose substantial hurdles. While women specific characteristics may not heavily influence promotions, addressing these multifaceted barriers is vital for advancing gender equality in the workplace.