This situation has compelled policymakers and business leaders to creatediversity initiativesin an attempt to tip the balance.
These initiatives tend to focus on eliminating bias and are aimed at various stages from recruitment to promotion.
Some companies also designflexible work optionssuch as the ability to work remotely.
The goal of increasing womens participation in leadership is undeniably well-intentioned.
We looked at six decades of research with a final sample of more than 138,000 US participants.
The difference in aspirations emerges around college age, according to our research.
We also found that industry matters.
Making it work
Our research indicates that company diversity initiatives are not working.
This is when individuals internalize gender stereotypes, voluntarily conforming to gender norms.
Unsurprisingly, such women do not tend to aspire to leadership positions.
Of course, other explanations are possible.
Our results suggest that interventions aimed at increasing womens leadership aspirations should ideally occur before or during college.
This article byEkaterina Netchaeva, Assistant Professor,Bocconi Universityis republished fromThe Conversationunder a Creative Commons license.
