These leaders often maintain the organizational hierarchy and traditional procedures relating to hiring, seniority, promotion, and other practices that benefit themselves at the seclusion of others. Organizations all to often mirror society’s perspective about which types of people are appropriate for different types of jobs. These cultural stereotypes and biases restrict the movement of qualified and motivated individuals from positions that they could perform exceedingly well in. Hiring and promotion decisions are suppose to be based upon merit and actual qualification for the position; instead many organizations continue to conform to society’s expectations for a persons particular position based upon gender, race, and class. A number of reports continue to show that women continue to be severely underrepresented on corporate boards and in corporate leadership. Of the CEO positions of the S&P 500 companies, which is comprised of the nations largest grossing and most successful corporations, only 21 women hold those positions, making up a meager percentage of 4.2% (Women CEOs of the S&P). Though few, these women are CEOs of major world renowned corporations such as PepsiCo., the largest food and beverage business by net revenue in North America, Yahoo Inc., a multinational technology company with 1 billion monthly active users, General Motors Co., car manufacture producing products in 37 countries, and Duke Energy Corp, the largest electric power holding company in the United States. It is important to note that even at these high level positions, the wage gap is still present. “In 2002, the median total compensation of male CEOs in nonprofit organizations was $147,085, approximately 50% higher than the average total of female CEOs ($98,108) in similar settings” (Lockwood).
These leaders often maintain the organizational hierarchy and traditional procedures relating to hiring, seniority, promotion, and other practices that benefit themselves at the seclusion of others. Organizations all to often mirror society’s perspective about which types of people are appropriate for different types of jobs. These cultural stereotypes and biases restrict the movement of qualified and motivated individuals from positions that they could perform exceedingly well in. Hiring and promotion decisions are suppose to be based upon merit and actual qualification for the position; instead many organizations continue to conform to society’s expectations for a persons particular position based upon gender, race, and class. A number of reports continue to show that women continue to be severely underrepresented on corporate boards and in corporate leadership. Of the CEO positions of the S&P 500 companies, which is comprised of the nations largest grossing and most successful corporations, only 21 women hold those positions, making up a meager percentage of 4.2% (Women CEOs of the S&P). Though few, these women are CEOs of major world renowned corporations such as PepsiCo., the largest food and beverage business by net revenue in North America, Yahoo Inc., a multinational technology company with 1 billion monthly active users, General Motors Co., car manufacture producing products in 37 countries, and Duke Energy Corp, the largest electric power holding company in the United States. It is important to note that even at these high level positions, the wage gap is still present. “In 2002, the median total compensation of male CEOs in nonprofit organizations was $147,085, approximately 50% higher than the average total of female CEOs ($98,108) in similar settings” (Lockwood).