Women Leaders Research Articles

Women in Radiology: Challenges and Opportunities.

Improving the status of women in radiology is crucial to better work environments. There is strong evidence in the business world that women leaders improve the workplace by making it more financially viable and by increasing collaboration, job satisfaction, and engagement. Diverse leadership fosters innovation, and women approach problem-solving with unique insights and collaborative styles. Gender diversity in leadership correlates with improved patient outcomes because women leaders prioritize patient-centered care and communication. Women create sustainable, productive work and improve radiology. Women serve as powerful role models, inspiring the next generation of women in radiology and addressing gender disparities. Increasing women leaders in radiology is essential to increase the number of women in radiology. This article summarizes many challenges women face when taking leadership roles: organizational biases prioritizing male viewpoints and marginalizing women's voices and contributions, a lack of role models, a lack of time ("second shift"), a lack of confidence, a lack of interest or perceived benefit, a lack of support, burnout, and previous poor experiences. While systemic issues are difficult to overcome, this article assists in the training and development of women radiologists by offering strategies to enhance job satisfaction and bring new and valuable perspectives to leadership.

Stigma of Women Leadership: The Impact on Trust and Leader Effectiveness

Stigma consciousness is crucial for influencing the effectiveness of female leaders, particularly in transformational leadership. Despite the increasing representation of women in the workplace, they still face significant challenges in reaching the highest organizational positions. This study explores how stigma consciousness moderates the impact of women’s transformational leadership on trust and leader effectiveness, while trust in leaders mediates these relationships. The research model in this study was analyzed using the Structural Equation Model (SEM) and the AMOS 28 software. This approach allows researchers to look at multiple complex relationships at the same time and combines regression and factor analysis to obtain a full picture of how variables interact with each other. We assessed the descriptive statistics and psychometric properties of the measurement scales using SPSS 28. Data were collected from 200 team members and subordinates of female leaders at various organizations in Indonesia. The results indicate that although women’s transformational leadership significantly enhances trust in leaders and leader effectiveness, this impact is moderated by stigma consciousness levels. High stigma consciousness weakens the positive effect of women’s transformational leadership on trust in leaders, thus reducing leadership effectiveness. Conversely, lower levels of stigma consciousness reinforce this positive effect. This finding highlight stigma consciousness as a barrier to women leaders’ trust and an obstacle to achieving leadership effectiveness. Reducing stigma consciousness is essential for the effective acceptance and recognition of women’s leadership. An inclusive, supportive environment free from stigma enables women to lead more effectively and gain greater team trust.

Transformational Leadership: Women's Role in Building Competitive Integrated Islamic School

This study aims to analyze the principal's strategy in overcoming obstacles such as gender stereotypes and patriarchal culture and its impact on the management of educational institutions into competitive integrated Islamic schools. The research method used is field research with a qualitative case study approach. Data were collected through interviews, observations, and documentation. Data were analyzed thematically to identify themes of women's leadership and patriarchal challenges and interpreted to understand their impact on school culture. The results of the study indicate that women's leadership in schools has shown extraordinary abilities in overcoming the obstacles faced, especially gender stereotypes and patriarchal culture. With an inclusive, participatory, and transformational leadership approach, the principal has proven her capability to manage educational institutions with solid vision, integrity, and commitment. This study contributes to the field of educational leadership by providing empirical evidence of the effectiveness of women's transformational leadership in the context of Islamic education, especially in overcoming gender-based challenges.

Two decades of women’s underrepresentation in public service leadership: the Islamic Republic of Afghanistan

ABSTRACT During the Islamic Republic of Afghanistan (2001–2021), the expected representation of Afghan women in leadership and executive roles was not achieved. This study examines factors contributing to this glass ceiling effect. Our research involved 317 participants, comprising 302 civil service professionals and 15 civil society activists. Employing a mixed-methods approach, thematic analysis was conducted for the qualitative data. For the quantitative data, descriptive statistics such as mean and standard deviation were utilized to characterize the data, and analysis of variance (ANOVA) was employed to explore differences in responses across key demographic and professional categories. We found that several glass ceiling perceptions, specifically ‘Cultural Barrier Factors’ including entrenched patriarchal norms and familial challenges; ‘Individual Factors’ such as work-family conflict (WFC); ‘Work-Environment Factors’ like nepotism and the absence of merit-based systems; and ‘Interpersonal Relationships’ including weak support networks and the existence of ‘Queen Bee Syndrome’, impeded the advancement of Afghan women in leadership roles.

Representation Of Woman Leader In The Qur'an (Power-Knowledge Relations In The Discourse On Surah An-Naml 20-44)

The presentation of the story of Queen Bilqis in the Qur’an has sparked debate among Muslim scholars regarding women's public leadership. The majority of classical and modern scholars argue that the positive portrayal of Bilqis in the Qur’an cannot be used as evidence of women’s suitability for leadership roles, as this tradition is associated with non-believers. Only a few scholars use the positive image of Bilqis as an argument for women’s leadership capabilities, asserting that it is inconceivable for the Qur’an to depict something forbidden in a positive light. This study aims to reveal the Qur’anic ideology on women’s leadership, the pro and con responses of scholars to this ideology, and the factors that have led to the dominance of interpretations that prohibit women’s leadership. This research is a literature review with a feminist approach. Data were collected through bibliographic searches of Qur’anic exegesis from the classical to the modern era. The study shows that the Qur’an fully and unconditionally recognizes women’s public leadership. However, this gender-egalitarian Qur’anic ideology has not developed from the classical to the modern era due to power-knowledge relations that regulate, limit, and control the discourse surrounding women’s agency in the Islamic public sphere. The study recommends providing equal access to women in public leadership spaces

From Me-Search to We-Search: (Re)Imagining Mentorship and Intergenerational Relationships for Black Women in Leadership

This article examines the process of forming an intergenerational mentoring relationship among three Black women scholars at different levels of academic leadership in higher education. Over the course of a summer, we came together to critically examine how our collective journey as leaders shifted from “me-search” to “we-search.” In the spirit of Ubuntu or “I am because we are,” our we-search centers Black indigenous knowledge that honors a communal destiny and legacy where leadership and mentorship must be done in a collective. Thus, we used Black Feminist Action Research as a critical methodology that disrupts hegemony in inquiry, mentoring, and leadership. In a four-phased approach, we analyzed personal artifacts and narratives, grounded in radical Black feminist honesty. By conducting such qualitative “we-search,” we co-construct sites of healing and sanctuary and provide valuable insights and strategies for Black scholars and leaders.

Women's Leadership in Mangrove Forest Conservation: Experiences from Muara Tanjung Indonesia

Women have been moved by the government's lack of role in preserving the culture of planting mangrove trees. Women believe that they should also be responsible for protecting mangroves. This research investigates the role of women in protecting Indonesia's mangrove forests. Data was collected through a qualitative study. The research results show that women in forest conservation positions must increase public awareness of the importance of protecting the environment. The Muara Tanjung Women's Group is the only women's group that has succeeded in establishing conservation to protect mangrove forests. One of the efforts made by this group is to protect mangrove forests by planting mangrove trees regularly and sustainably. The Muara Tanjung women's group also consistently conducts ecotourism efforts in the mangrove forest area. Until now, the Muara Tanjung women's group has remained active and consistent despite its combined leadership style of feminism and masculinism.

Tren Publikasi Penelitian Tentang Kepemimpinan Perempuan di Indonesia Periode 2000-2022: Analisis Bibliometrik

Women are generally identified with the role of household affairs due to the perception of patriarchal culture, social and religious factors which are often used as the background. However, as time goes by, women's thinking is also developing, this can be seen from the increasing number of women's participation in politics and organizations. Even now women can become leaders like men. The aim of this research is to determine women's leadership in Indonesia from 2000-2022. This research uses a bibliometric approach. Data sourced from Sinta indexed journals totaling 123 studies. The research results show that the development of research trends related to women's leadership has experienced positive growth, especially in the 2018-2022 range

Women’s Leadership as an Accelerator for Gender Equality and Advancing SDGs for a Sustainable Future

Women's leadership emerges as a transformative force with far-reaching implications. This paper explores how elevating women to leadership positions not only advances gender equality but also propels progress across the Sustainable Development Goals (SDGs). By examining evidence from diverse sectors and global contexts, it demonstrates that women leaders foster inclusive decision-making, promote collaborative and innovative problem-solving, and create environments that are conducive to both social and economic advancements. The presence of women in leadership roles has been linked to improved organizational performance, financial success, economic growth and greater resilience, and societal well-being, peace and stability. Furthermore, women's leadership challenges entrenched norms and biases, setting a precedent for systemic change that benefits society at large. This paper argues that investing in women's leadership is not merely a matter of equity but a strategic imperative for sustainable development, offering a pathway to a more balanced, prosperous, and resilient global future.

Gender and Advertising: Europe, Latin America, and North America

Abstract: This article captures the perspectives of three advertising experts who spoke at Michigan State University on gender and advertising for an international advertising course. Christina Noble Knight, executive creative director of UKnight in Sweden, discussed Sweden's advancements in gender equality, highlighting how advertising both reflects and shapes societal norms. She pointed out that while Sweden leads many countries in progressive policies like universal healthcare and parental leave, challenges such as gender pay gaps and limited numbers of women in leadership persist in advertising agencies, especially regarding race, ethnicity, and disability. Dr. Marta Mensa, from the University of North Texas, examined gender disparities in Latin American advertising, focusing on systemic barriers that women face in creative roles in Brazil, Mexico, Chile, and Peru. Her research revealed low female representation and pervasive discrimination. Dr. Jean Grow, professor emerita at Marquette University, critiqued the state of American advertising, especially after the #MeToo movement. Grow emphasized the industry's slow progress in addressing gender inequality and holding company's lack of accountability. Across the talks, the speakers stressed the importance of structural changes, the need for diversity, equity, and inclusion (DEI) in advertising, and the role that advertising can play in empowering underrepresented groups and promoting societal change.

P.498: Women leadership in transplant academia - A dream?

P.498: Women leadership in transplant academia - A dream?

The Experiences of Women Leaders in the Higher Education Sport Sector: Examining the Gendered Organization Through Bourdieu’s Model of Field, Capital and Habitus

This article is the first to examine experiences of women with leadership roles in the U.K. Higher Education sport sector. We carried out detailed interviews with women leaders. We utilized Bourdieu’s model of habitus, capital, and field; Acker’s concept of “gendered organizations;” and Shilling’s concept of physical capital. Our findings show Higher Education operates more inclusively than the wider sport sector, which has the potential to advance gender equality. However, gendered practices remain with women working harder to accumulate and convert capital. Motherhood negatively impacts conversion of capital and respondents without children felt this benefitted their career. Finally, we discuss the impact of menopause on the careers of women and suggest this can impact self-perception.

Women leaders in logistics for the economy 5.0

The complexity of the technologized socioeconomic reality poses a number of challenges for today's managers. Many times their actions are a test of their leadership. A particularly interesting area of research in this regard is the logistics sector, which so far has been regarded as typically male and which has been undergoing a transformation in favor of an increasing representation of women for some years now. The authors sought to answer questions such as: what qualities, skills and competences will enable women working in logistics to pursue their careers and achieve their goals in the face of the challenges of a 5.0 economy. The aim of the article is to identify those leadership skills and competences of women in logistics that predispose them to lead on their way to business success in enterprises. In the research process, mixed research methodologies were used, combining the results of secondary source analysis obtained from Scopus and Web of Science databases with information obtained from a quantitative survey based on the CAWI diagnostic survey method. The analyses resulted in a model of an exemplary image combining traits, skills and competencies, as well as attributes of effectiveness, which may be helpful for women in shaping their leadership position in the management structures of companies in the logistics industry. The resulting material complements the existing body of research on the role and importance of women in business including, in particular, the inclusion of women in logistics. The main strength of the work is to identify areas that women should improve in order to increase their participation in managerial positions in the logistics industry.

Women's Representation in Government Bodies of the Russian Federation in the Period from 1991 to 2023

The representation of women in public authorities reflects a number of more general issues related to gender equality, the peculiarities of women's political leadership, women's participation in politics, etc. The purpose of this article was to identify gender proportions in the federal executive authorities and the Federal Assembly of the Russian Federation for the period from 1991 to 2023. The study was conducted by statistical analysis of data presented in open sources, on the websites of the Federation Council, the State Duma, the Government and other public authorities. This article reflects the dynamics of changes in the gender distribution of positions in the field of politics over the period under study. For the analysis, the highest positions of executive and other state authorities of the country were selected, as well as membership in both chambers of the Russian parliament, which made it possible to consider women's representation in positions involving direct decision-making. The study raises the problem of the underrepresentation of women in senior political and elected positions in public administration. According to the results of the study, data on women's representation in government over the past 34 years were systematized. A trend has been identified to increase the representation of women in high-level executive positions. At the same time, the number of women in the Cabinet of Ministers of our country in the entire history of the Russian Federation has not exceeded 11% or two female representatives at the same time. No more than two women at the same time had the opportunity to take the position of Deputy Prime Minister. There are positions that have been held exclusively by men for more than thirty years. The number of women in the country's parliament is also small, but the positive trend here is more pronounced. With a global average of 26.5% female representation, in Russia there are only 18.4% women among the members of both houses of parliament.

Overcoming Obstacles: a Systematic Review of Challenges Faced by Women in Healthcare Management and Innovative Interventions

Abstract Background: Despite the underrepresentation of women in healthcare leadership, there is limited evidence on impactful organisational strategies, practices, and policies to advance women's careers. This study aimed to explore such strategies across various sectors, providing insights into measurably advancing women in leadership roles in healthcare. Methods: A systematic review was conducted using Medline via OVID; Medline in-process and other non-indexed citations via OVID; PsycINFO, and SCOPUS from January 2000 to March 2021. The methods were outlined in a published protocol registered a priori on PROSPERO (CRD42020162115). Eligible studies reported on organizational interventions for advancing women in leadership with at least one measurable outcome. Two reviewers independently assessed the studies. Identified interventions were categorized, and a meta-synthesis was completed following the 'ENhancing Transparency in REporting the synthesis of Qualitative research' (ENTREQ) statement. Findings: The search identified 952 potentially relevant records, supplemented by an additional 76 records from other sources. After eliminating duplicates and conducting an initial review of titles and abstracts, 834 records were excluded, leaving 142 records for a thorough screening of full texts. Among these, 75 articles were further excluded for various reasons: 12 were not on the main topic, 10 involved medical students, 46 were personal commentaries or opinion papers, and 7 were not empirical. This process resulted in the selection of 48 articles that met eligibility criteria and underwent detailed analysis. Interpretation: This review establishes an evidence base on organizational interventions for advancing women in leadership across diverse settings, offering valuable lessons for healthcare. It transcends individual focus to target organizational change, capturing measurable outcomes across intervention categories. The findings directly inform a national initiative with international links, aiming to enable women to achieve their career goals in healthcare, and shifts the focus from barriers to solutions.

Women's Leadership Communication Style in Public Policy Implementation

Good leadership requires the ability to communicate with all elements related to being led so that all organizational goals can be achieved. The presence of women in various public sectors shows the suitability of women to take part and even hold policy-making positions. The presence of several female leaders in Indonesia who occupy leadership positions and the presence of the first female Deputy Regent of Wakatobi elected to lead the Wakatobi Regency area needs to be used as a bullet in the progress of opening up opportunities for women to move in the public space. The focus of this research objective is on what kind of communication style is applied to the female leadership of the Deputy Regent of Wakatobi when leading Wakatobi district in implementing public policy. The research uses a qualitative descriptive approach with a case study method. Data collection techniques were carried out using observation, in-depth interviews and documentation. The 6 informants were selected using purposive sampling technique. The research results show that the communication style of women's leadership in implementing existing public policies is two-way communication; structured; open to receiving suggestions; fast handling.

The Impact of Women Leadership and Decision-Making on Employee Performance with Servant Leadership Style as a Moderating Variable

This study aims to examine the influence of women's leadership and decision making on employee performance, as well as the moderating impact of servant leadership style in the context of the food and beverage subsector manufacturing industry in the Greater Bekasi area. A quantitative approach was used with nonprobability sampling techniques, and data were analysed using Structural Equation Modelling (SEM), involving 219 respondents as research samples. The results showed that female leadership and decision making had a significant effect on employee performance. In addition, servant leadership style moderates the relationship between these variables, suggesting that the application of this leadership style can strengthen the positive impact of women's leadership and decision-making on employee performance. The practical implication of this study is the importance of women's leadership development and the application of servant leadership style in improving employee performance in the industrial sector under study

“The role of Women in Leadership, Academia & Advocacy in the field of HIV”

“The role of Women in Leadership, Academia & Advocacy in the field of HIV”

The Transformative Nature of Indigenous Knowledge Systems to Address Gender Inequality

Women have played a significant role in the history of Africa and indigenous normative systems and continue to do so. However, today their roles are in some quarters undermined due to patriarchy. South Africa has been changing and transforming to be more inclusive of the important contributions of women in traditional leadership roles. Traditional leadership is the oldest form of governance in Africa; however, men have historically occupied the throne. In pre-colonial societies, traditional leadership was determined by gender-defined roles between men and women; however, it became a problem after colonialism, when the gender-defined roles became distorted and patriarchy dominated. This led to the exclusion of women from leadership positions and the situation persisted into the modern-day. This contribution argues that women can lead, as history has proven that they are great leaders, but decisions about their leadership and choices must be determined based on their own choices and the protection of their voices. Decisions as seen from judicial pronouncements in South Africa are made to protect the right to equality and dignity of women, but if not done properly, it has the effect of undermining the very rights that state institutions aim to protect. This article recommends consideration of women’s voices across South Africa, especially in rural areas. Society must hear how they feel about their role as traditional leaders and how succession to these positions will bring challenges, for example, what will happen if a woman leader marries a commoner.

Barriers to female leadership in intensive care medicine: insights from an ESICM NEXT & Diversity Monitoring Group Survey

BackgroundThe underrepresentation of women in leadership remains a pervasive issue, prompting a critical examination of support mechanisms within professional settings. Previous studies have identified challenges women face, ranging from limited visibility to barriers to career advancement. This survey aims to investigate perceptions regarding the effectiveness of women’s leadership programs, mentoring initiatives, and a specialized communication course. Particularly it specifically targets addressing the challenges encountered by professional women.MethodsThis multi-center, observational, international online survey was developed in partnership between ESICM NEXT and the ESICM Diversity and Inclusiveness Monitoring Group for Healthcare. Invitations to participate were distributed to both females and men through emails and social networks. Data were collected from April 1, 2023, through October 1, 2023.ResultsOut of 354 respondents, 90 were men (25.42%) and 264 were women (74.58%). Among them, 251 completed the survey, shedding light on the persistent challenges faced by women in leadership roles, with 10%-50% of respondents holding such positions. Women’s assertiveness is viewed differently, with 65% recognizing barriers such as harassment. Nearly half of the respondent’s experience interruptions in meetings. Only 47.4% receiving conference invitations, with just over half accepting them. A mere 12% spoke at ESICM conferences in the last three years, receiving limited support from directors and colleagues, indicating varied obstacles for female professionals. Encouraging family participation, reducing fees, providing childcare, and offering economic support can enhance conference involvement. Despite 55% applying for ESICM positions, barriers like mobbing, harassment, lack of financial support, childcare, and language barriers were reported. Only 14% had access to paid family leave, while 32% benefited from subsidized childcare. Participation in the Effective Communication Course on Career Advancement Goals and engagement in women’s leadership and mentoring programs could offer valuable insights and growth opportunities. Collaborating with Human Resources and leadership allies is crucial for overcoming barriers and promoting women’s career growth.ConclusionsThe urgency of addressing identified barriers to female leadership in intensive care medicine is underscored by the survey’s comprehensive insights. A multifaceted and intersectional approach, considering sexism, structural barriers, and targeted strategies, is essential.