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Gender and Career Success
As Perrewe and Nelson (2004) note, "women who enter the managerial and executive ranks are the first of their gender to do so, and they experience token status" (p. 368). Token status is something that both genders must deal with as barriers between gender-specific roles and career development and success are broken. The problem is that token status still means that individuals who have broken this barrier for the first time for their specific gender must deal with "isolation, stereotyping and discrimination" (Perrewe, Nelson, 2004, p. 368). Thus, it is hard for individuals to achieve career success by breaking down gender walls, though it can be done.
Research shows that by the 21st century, in fact, gender barriers will be significantly less than a century before, as "almost half the workforce will be comprised of women" (Ibaria, Chidambaram, 1997, p. 63). That means much advancement has been made in terms of women being able to work in the workplace. However, because gender is a term that is currently being redefined by 21st century culture, it is difficult to determine how possible it is for genders to achieve career success no matter what the career. For instance, discrimination...
So there are now transgenders who do not identify specifically as male or female and they may face problems climbing the corporate ladder.
However, as Ng, Eby, Sorensen, and Feldman (2005) point out, organizations care about career success of individuals just as much as individuals do "because employees' personal success can eventually contribute to organizational success" (p. 367). Thus, gender issues are not so important as some might think, especially in today's day and age where there is more equality than in previous generations. If an individual is qualified for a job then organizations are more likely to give the job to that person regardless of that person's state gender or how that person defines his or her sexuality. Gender can be a roadblock in terms of paving the way in careers where gender walls still exist, but those careers are becoming fewer and fewer as more pioneers get out there and break the walls down, opening up the way for future individuals looking to have career success without having to worry about whether their gender will be an issue for employers. Research shows that what matters most to employers is that their employees…
References
Igbaria, M., Chidambaram, L. (1997). The impact of gender on career success of information systems professionals. Information Technology and People, 10(1): 63-86.
Ng, T., Eby, L., Sorensen, K., Feldman, D. (2005). Predictors of Objective and Subjective Career Success: A Meta-Analysis. Personnel Psychology, 58: 367-408.
Perrewe, P., Nelson, D. (2004). Gender and Career Success: The Facilitative Role of Political Skill. Organizational Dynamics, 33(4): 366-378.
Orser, B., Leck, J. (2010). Gender influences on career success outcomes. Gender in Management: An International Journal, 25(5): 386-407.
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