WORKING WOMEN ,

ONLY FEW ARE

SALARIED
Career advancement is an important component of overall
personal growth. Even in industrialized nations where
women's involvement in the labor force is significant, it has
always been analyzed with reference to males, neglecting its
concern for women. The availability of opportunities for the
career progressions of women continues to be negatively
affected by gender stereotypes, which shape managerial
behavior and occupational outlooks in the workplace with
SHREYA
patriarchal expectations.
210093
BA HISTORY HONS
 SOURCE:https://happylives360.com/quotes/
SOURCE:https:// independent-women-quotes/
www.searchquotes.com/search/
Its_Hard_To_Be_A_Woman/

SOURCE:https:/
/
www.quoteslyf
e.com/
category/
working-
women-quotes
 • Stereotypes have an impact on women's performance
because they deny women credit for their
accomplishments. Even though their achievements are

DON’T JUDGE evident, women are frequently considered as incapable

of excelling in a male-dominated workplace.
• The assumption that a woman would fail is reinforced by
A WOMEN ON portraying examples of success as though they were not
attributable to the woman herself or by seeing a
woman's achievement as an outlier based on unusual
HER KNEES…… circumstances.
• Women employees are more likely to encounter
discrimination as a result of being classified according to
their gender, which impedes their professional
advancement.
• The traditional idea that males are taller on average than
women, despite the fact that this is not true for every
person, encourages individuals to underestimate
inequalities within groups and overestimate differences
between groups.
• In a business situation, the differing preferences women
have compared to those of males may have affected the
established societal stereotype of women as intuitive
decision makers. The expectancy-driven concept of
behavioral confirmation effects is compatible with this
issue about women being deemed intuitive decision
makers.
• Stereotyping may be induced by a company's approach
to supporting women's professional progress, which
may result in women withdrawing from career pathways
that lead to success. Those have a tendency to believe
that part-time work are meant for moms, and as a
result, people who choose these occupations have a
lower chance of succeeding.
• Men's outbursts of rage in the workplace are regarded
as appropriate behaviour by those of greater position.
Women's outbursts of rage are seen as a threat, but
men's outbursts are seen as a threat. Incompatible with
a high social standing and, as a result, Women who
exhibit their rage in a work setting are more likely to be SOURCE:https://twitter.com/
fired and Considered as inexperienced. gemreport/status/
 • Prescriptive gender stereotypes are similar to descriptive
stereotypes in that they assume what women should look
like as a group, set norms for appropriate behaviors for each
gender.
• Because women are stereotyped as missing the
stereotypically masculine attributes associated with high-
WORK HARD , status employment, one may assume that demanding
certain feminine traits or feminizing the job description
would allow women to be perceived as a better match for
STAY POSITIVE. management roles.

MAKE IT HAPPEN…..
• Women in the workforce might be separated into two
groups: those who want to work in traditionally feminine
jobs and those who want to work in traditionally masculine
occupations. The first group of career women work outside
the house, but in female-dominated jobs or in socially
acceptable work environments.
• They appear to have a positive attitude toward their house
and family, as well as a well-integrated home, family, and
job. This group is characterized by feminine personality
qualities and is often successful.
• Women who choose non-traditional or
masculine jobs and work environments
appear to be more professionally devoted
than the first group, have non-traditional
role models as role models, have masculine
personality features, and have interests that
are distinct from non-career or traditional
career type women. These women are
known as “pioneer career women".
• Studies indicate that career development
among women who have orientation
towards career is a function of their
achievement motivation and satisfaction of
mastery than only the economic rewards. SOURCE:https://
www.cartoonstock.com/directory/w/
working_woman.asp
SORURCE:https://
quotesgram.com/
girls-can-do-
anything-boys-can-
do-quotes/

SOURCE:https://
brightside.me/
creativity-art/12-
bold-illustrations-
that-prove-any-
woman-is-more-
than-just-a-set-of-
stereotypes-
802267/
• Stereotype threat: Stereotype threat refers to the unpleasant
realisation that one can be judged in terms of a negative stereotype,
or that one might appear to confirm a negative stereotype in some
way because the stereotype appears to be personally relevant, such
as in providing an apparent explanation for one's behavior or an
experience one is having.
• Differential treatment: Scholars have looked at the impact of gender
stereotyping, with a particular focus on uneven treatment. They claim
that negative stereotypes about people's performance or competence
can lead to uneven treatment or unintentional discrimination, in
IT’S HARD
TO BE A
which certain employees are treated differently because they belong
to a negatively stereotyped group.
• Tokenism: This is one of the negative consequences of gender
stereotyping. According to the authors, women in managerial posts
still face tokenism from their male counterparts. Tokenism is
influenced by discriminating visibility, polarization, and integration,
according to the authors.
WOMAN….
• Prejudice: The researchers looked at the influence of stereotyping and
used role congruity theory to explain why women leaders are seen
differently than males in different industries. Women's traits are seen
to be incompatible with those associated with leadership, resulting in
lower expectations for women's leadership potential and poorer
ratings of female leaders' actual behavior. According to them, the
gender, racial, and cultural makeup of the board of directors remains
to be the most serious current governance concerns confronting
management, directors, and shareholders of modern corporations.
 • Women are stereotyped as being incapable of
succeeding at macho labor due to traditional
expectations. When women do achieve, defying
stereotypes, judges tend to undervalue their work by
viewing the same behavior differently depending on
who the actor is.
• Women's performance suffers as a result of these
stereotypes, which deny women credit for their
achievements. Despite their accomplishments, women
are generally stereotyped as incapable of succeeding in
a male-dominated job.
• The notion that a woman would fail is perpetuated by
depicting examples of success as though they were not
attributed to the woman herself, or by seeing a
woman's accomplishment as an anomaly due to unique
circumstances.

• women who excel in male-dominated fields are

chastised and viewed as anti-communal. Women are
SOURCE:https://carlislehistory.dickinson.edu/?page_id=215 consequently penalized for deviating from stereotypes'
prescriptive characteristics, and are frequently hated
As the career development of women is different and complex than those
of men, their career patterns or sequences too are different. CHOOSE A JOB
• i) The stable home making career pattern : It describes predominately
married women without significant work experience. YOU LOVE, AND
• ii) The conventional career pattern : It describes women who work
several years after completing general education and then leave the YOU WILL NEVER
work to become full-time home makers.
• iii) The stable working career pattern : It describes those women for
HAVE TO WORK A
whom career becomes their life work.
• iv) The double-track career pattern : It describes those women who
DAY IN YOUR LIFE
combine career and marriage. …….
• v) The interrupted career pattern : This pattern describes those women These patterns show one thing
who begin to work, leave for marriage and family and then again return
clearly that the women's career
to work.
orientations and career motivations
• vi) The unstable career pattern : It describes those women who are different from those of men and
fluctuate back and forth from work to home making due to usually are based on their needs, aspirations
irregular economic conditions.
and attitude towards career and
• vii) The multiple trial career patterns : In this pattern the women hold a marriage. In fact, the career patterns
succession of unrelated jobs stability in none, and have no genuine life of women are determined by their
work. cultural and educational
backgrounds.
 • The publication of the periodical journal named
Women in Management Review in 1985 was the
catalyst for the first conceptual shift. Since 1985,
proponents of Women in Management have
stated that constructive measures based on equal

EMPOWERING opportunities are vital to realizing women's full

potential in management. To mainstream women
in management and challenge gender stereotypes,
WOMEN such steps are essential.
• The second conceptual shift in response to the

CHANGES THE failures of Women in Management occurred in the

1990s with the creation of the notion of Women
and Management. Companies must develop in

WORLD…… order to address concerns about women in

leadership roles and to capitalize on the range of
women's talents and abilities.
• The advent of a rights-based management
paradigm, which recognized women and men as
having equal rights in many areas and levels of
managerial operations, was the third conceptual
shift.
SOURCE:https://northeastnetwork.org/breaking-gender-
stereotypes/

SOURCE:https://twitter.com/_womeng/status/
1220693076307533824
India's first woman Rafale fighter jet pilot Shivangi
Singh was part of the Indian Air Force tableau at the
73rd Republic Day parade today. Singh, who is from
Varanasi, joined the IAF in 2017 and was
commissioned in the IAF's second batch of women
fighter pilots. She had been flying MiG-21 Bison
aircraft before flying the Rafale. She is part of the
IAF's Golden Arrows squadron based out of Ambala
in Punjab.

SOURCE:https://www.livemint.com/news/rafale-
rani-what-anand-mahindra-said-about-india-s-first-
woman-rafale-pilot-11643181919459.html
Source:
hindustantimes.com/elections/manipur
-assembly-election/women-to-be-in-
charge-of-all-29-polling-stations-in-
manipur-s-singjamei-
101643885344754.html
Sources:https://www.google.com/search?
q=legal+changes+in+women+career+in+india&biw=1280&bih=544&tbm=nws&ei=h_X4Y
ZeVFoWLseMPu7Cl8Ao&ved=0ahUKEwjX9OKDkd71AhWFRWwGHTtYCa4Q4dUDCA0&ua
ct=5&oq=legal+changes+in+women+career+in+india&gs_lcp=Cgxnd3Mtd2l6LW5ld3MQ
AzoICAAQCBAHEB46BAgAEA06BggAEA0QHjoICAAQDRAFEB46CAgAEAgQDRAeUPUYWL1
oYP5qaABwAHgAgAGiAYgBzxmSAQQwLjI0mAEAoAEBwAEB&sclient=gws-wiz-news
Read more at:
http://timesofindia.indiatim
es.com/articleshow/892740
26.cms?utm_source=conte
ntofinterest&utm_medium
=text&utm_campaign=cpp
st
SOURCE: https://www.youtube.com/watch?v=eBptuGk5eZY
 REFERENCES
• GOOGLE NEWS
• https://egyankosh.ac.in/bitstream/123456789/47119/1/Unit-12.pdf
• https://www.livemint.com/news/rafale-rani-what-anand-mahindra-said-abou
t-india-s-first-woman-rafale-pilot-11643181919459.html
• : https://www.youtube.com/watch?v=eBptuGk5eZY
• https://opus.uleth.ca/bitstream/handle/10133/4/ML44889.pdf?sequence=3
&isAllowed=y
• https://www.ohchr.org/en/issues/women/wrgs/pages/genderstereotypes.as
px
• https://www.emerald.com/insight/content/doi/10.1016/S0882-6145(07)240
03-2/full/html
• https://academic.oup.com/esr/article/35/2/187/5370650
• https://journals.sagepub.com/doi/pdf/10.1177/2277975220975513
THANK YOU