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Women and Leadership: The State of Play and Strategies for Change
Women and Leadership brings together in one comprehensive volume preeminent scholars from a range of disciplines to address the challenges involving women and leadership. These experts explore when and how women exercise power and what stands in their way. This groundbreaking volume offers readers an informed analysis of the state of women and leadership and offers the most informed and current thinking on · The perils of stereotypes · The importance of leadership style · Gender differences in the decision to seek leadership roles · Lessons from women leaders · “Opt out” patterns and the need for flexible career paths · Global inequalities and initiatives · Strategies that get women to the top Women and Leadership is indispensable for understanding recent progress toward equal opportunity and the challenges that remain.
528 pages, Hardcover
First published August 3, 2007
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Displaying 1 - 12 of 12 reviews
March 16, 2016
Three and a half.
I read this book in honor of Women's History Month. Overall, I found it to be insightful and full of pithy research. A couple of the essays were a bit fluffy, and one I found ridiculous and borderline offensive. But, overall this volume contains some top-tier research from allstars of the professional theaters of law, academia, and business. It inspired me to keep actively pursuing my professional career, while providing perspectives on social, cultural, financial and structural challenges that women face in the pursuit and maintenance of roles of leadership and authority. It's dated, now, having been published in 2007, but still relevant. For example, one of the essays cites the U.S. as 70th worldwide in terms of women's participation in parliament (the shame!). I looked it up; as of Feb.1, 2016, we are down to 95th. 95th!!! I am mortified. So - clearly still relevant. I think the volume would have been greatly enhanced by more research about women of color (there was some) and of women of alternative sexual orientations and gender identities (there was none - a serious oversight). Also--while we are breaking down stereotypes of women in leadership roles--I have a real problem with the pale pink cover. Terrible. You can do better, Jossey-Bass/Wiley.
I read this book in honor of Women's History Month. Overall, I found it to be insightful and full of pithy research. A couple of the essays were a bit fluffy, and one I found ridiculous and borderline offensive. But, overall this volume contains some top-tier research from allstars of the professional theaters of law, academia, and business. It inspired me to keep actively pursuing my professional career, while providing perspectives on social, cultural, financial and structural challenges that women face in the pursuit and maintenance of roles of leadership and authority. It's dated, now, having been published in 2007, but still relevant. For example, one of the essays cites the U.S. as 70th worldwide in terms of women's participation in parliament (the shame!). I looked it up; as of Feb.1, 2016, we are down to 95th. 95th!!! I am mortified. So - clearly still relevant. I think the volume would have been greatly enhanced by more research about women of color (there was some) and of women of alternative sexual orientations and gender identities (there was none - a serious oversight). Also--while we are breaking down stereotypes of women in leadership roles--I have a real problem with the pale pink cover. Terrible. You can do better, Jossey-Bass/Wiley.
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April 27, 2025Book Review: Women and Leadership: The State of Play and Strategies for Change
Editors: Barbara Kellerman, Deborah L. Rhode
Women and Leadership: The State of Play and Strategies for Change is a compelling anthology edited by Barbara Kellerman and Deborah L. Rhode that aggregates diverse perspectives on the complexities surrounding women’s roles in leadership. This book offers a critical examination of the barriers women face in attaining leadership positions, while also proposing strategies for overcoming these challenges.
Summary
The volume consists of contributions from various scholars and practitioners who explore the current landscape of women in leadership across multiple sectors, including politics, business, academia, and non-profit organizations. The editors have organized the chapters thematically, addressing the systemic obstacles that hinder women’s advancement and highlighting successful strategies for change.
One of the primary themes is the structural barriers that persist in organizational settings, perpetuating a cycle of inequality. The authors provide evidence-based analyses that reveal how cultural norms, implicit biases, and institutional practices contribute to the underrepresentation of women in leadership roles. The book also discusses the importance of mentorship and sponsorship in fostering women’s leadership capabilities, emphasizing that supportive networks are crucial for career advancement.
Key Themes and Analysis
Barriers to Leadership: The book systematically addresses the obstacles that women encounter, such as gender stereotypes, work-life balance challenges, and insufficient representation in senior roles. This analysis is vital for understanding the broader socio-political context that influences women’s opportunities.
Strategies for Change: Kellerman and Rhode advocate for practical strategies that institutions can implement to promote gender equity. These include adopting policies that support family leave, flexible work arrangements, and diversity training programs aimed at reducing biases in hiring and promotion practices.
Role of Intersectionality: The editors emphasize the significance of intersectionality in the discourse on women’s leadership. Contributions highlight how race, class, and other identities intersect with gender to create unique challenges for different groups of women, thereby enriching the conversation around inclusivity in leadership.
Global Perspectives: The book features diverse international perspectives, illustrating how cultural contexts shape women’s leadership experiences worldwide. This global lens enhances the reader’s understanding of the universal and localized challenges women face in leadership.
Future Directions: The concluding sections of the book call for renewed commitment and innovative approaches to advance women’s leadership. The editors encourage ongoing dialogue and research to sustain the momentum toward gender equity in leadership roles.
Style and Tone
The writing in Women and Leadership is scholarly yet accessible, making complex ideas digestible for both academic and general audiences. The editors have successfully curated a diverse range of voices, which adds depth and richness to the analysis. The tone is both critical and hopeful, reflecting the authors’ commitment to fostering positive change while acknowledging the challenges that lie ahead.
Conclusion
Women and Leadership: The State of Play and Strategies for Change is an essential contribution to the field of gender studies and organizational leadership. Barbara Kellerman and Deborah L. Rhode have curated a comprehensive examination of the barriers women face and the strategies necessary to dismantle these obstacles. This book is invaluable for scholars, practitioners, and policy-makers striving to understand and promote gender equity in leadership.
Recommendation
This anthology is highly recommended for students, educators, and professionals interested in gender studies, organizational behavior, and leadership development. The insights gathered in this volume provide a robust framework for analyzing and addressing the ongoing challenges women encounter in leadership roles, making it a critical resource for anyone committed to fostering inclusive leadership practices.
Editors: Barbara Kellerman, Deborah L. Rhode
Women and Leadership: The State of Play and Strategies for Change is a compelling anthology edited by Barbara Kellerman and Deborah L. Rhode that aggregates diverse perspectives on the complexities surrounding women’s roles in leadership. This book offers a critical examination of the barriers women face in attaining leadership positions, while also proposing strategies for overcoming these challenges.
Summary
The volume consists of contributions from various scholars and practitioners who explore the current landscape of women in leadership across multiple sectors, including politics, business, academia, and non-profit organizations. The editors have organized the chapters thematically, addressing the systemic obstacles that hinder women’s advancement and highlighting successful strategies for change.
One of the primary themes is the structural barriers that persist in organizational settings, perpetuating a cycle of inequality. The authors provide evidence-based analyses that reveal how cultural norms, implicit biases, and institutional practices contribute to the underrepresentation of women in leadership roles. The book also discusses the importance of mentorship and sponsorship in fostering women’s leadership capabilities, emphasizing that supportive networks are crucial for career advancement.
Key Themes and Analysis
Barriers to Leadership: The book systematically addresses the obstacles that women encounter, such as gender stereotypes, work-life balance challenges, and insufficient representation in senior roles. This analysis is vital for understanding the broader socio-political context that influences women’s opportunities.
Strategies for Change: Kellerman and Rhode advocate for practical strategies that institutions can implement to promote gender equity. These include adopting policies that support family leave, flexible work arrangements, and diversity training programs aimed at reducing biases in hiring and promotion practices.
Role of Intersectionality: The editors emphasize the significance of intersectionality in the discourse on women’s leadership. Contributions highlight how race, class, and other identities intersect with gender to create unique challenges for different groups of women, thereby enriching the conversation around inclusivity in leadership.
Global Perspectives: The book features diverse international perspectives, illustrating how cultural contexts shape women’s leadership experiences worldwide. This global lens enhances the reader’s understanding of the universal and localized challenges women face in leadership.
Future Directions: The concluding sections of the book call for renewed commitment and innovative approaches to advance women’s leadership. The editors encourage ongoing dialogue and research to sustain the momentum toward gender equity in leadership roles.
Style and Tone
The writing in Women and Leadership is scholarly yet accessible, making complex ideas digestible for both academic and general audiences. The editors have successfully curated a diverse range of voices, which adds depth and richness to the analysis. The tone is both critical and hopeful, reflecting the authors’ commitment to fostering positive change while acknowledging the challenges that lie ahead.
Conclusion
Women and Leadership: The State of Play and Strategies for Change is an essential contribution to the field of gender studies and organizational leadership. Barbara Kellerman and Deborah L. Rhode have curated a comprehensive examination of the barriers women face and the strategies necessary to dismantle these obstacles. This book is invaluable for scholars, practitioners, and policy-makers striving to understand and promote gender equity in leadership.
Recommendation
This anthology is highly recommended for students, educators, and professionals interested in gender studies, organizational behavior, and leadership development. The insights gathered in this volume provide a robust framework for analyzing and addressing the ongoing challenges women encounter in leadership roles, making it a critical resource for anyone committed to fostering inclusive leadership practices.
May 26, 2012
The state of play is a reiteration of what we already know: women are still being passed over or withheld from leadership positions in business. This is for well-known and understood reasons. Reasons well known and understood by anyone of middle-income or below who are moderately educated (this leaves out the current Republican nominee for President, but more on that later). Women's professional careers suffer with marriage (men's do not) because women remain responsible for a majority of child care and domestic duties. Women also tend to take off time from their careers to have children (for various lengths of time) and find that their employer or profession is no longer interested in women's capabilities, only in their possibly divided attention from the job towards her family (an interest that men do not face) or their possible lack (atrophy) of qualifications. Furthermore, women are stereotyped as not being able to lead, or are considered more relationally motivated than decision motivated (and heaven help her if she is determined and motivated...she will be considered a bitch). There really is nothing new in this 2007 volume that isn't already known or stated by other researchers. Any stereotype, or any concerns about a woman's relationship/procreative status or leadership abilities, are simply bogus! Now, go tell that to the men occupying the corner office on Wall Street and see how fast you are met with laughter and escorted out the front doors. The practices are unfair and detrimental to women, and every effort should be taken to contradict and countermand these practices in order to create a level field of opportunity for everyone (did I mention those men in the corner offices are white?).
My concern is that all the women and leadership literature, all giving very valid points, continue to measure and define professional success in ideas established by the patriarchal business establishment long ago. Every researcher wants to know why there are not more women CEOs of Fortune 500 companies. Excuse me, but what if I do not want to be a CEO? I have every intention of being extremely successful in my career, but the opportunity to schmooze with Donald Trump is not my idea of success. My professional life has very little to do (directly) with Wall Street. By measuring women's success on terms established by men, advocating, dispelling, or flagrantly calling bullshit on gendered nonsense by the likes Romney & Co., Inc., renders the point moot. Get a different measurement, please. Time to take a poststructuralist feminist stand and trouble notions of gender and success, redefining them in a manner which have only a gentle nod toward the Wall Street corner office.
If you're wondering why I feel this reconceptualization of success is necessary, it's because I am tired of Wall Street cronies. They have bankrupted our economy twice (with numerous recessions in-between) through greedy practices, all the while holding a belief that they know what is best for everyone. And I am not talking just about best for everyone's retirement portfolio. I mean in all situations, all the time, for everyone. Why? Because Wall Street cronies are largely arrogant. With that, I now return to the subject of the Republican nominee for President of the United States, Mitt Romney.
I have listened to Mitt speak/debate throughout the party nomination process, and now must listen to him speak and debate against President Obama until November. (Oh, goodie!!! I hope I have enough wine to make it through the experience. When I awake post-election, I hope I will be able to chalk the feeling up to a hangover and not the realization that my country will be run by a bullying, bigoted frat boy.) My conclusion of Mr. Romney is that he just does not get it. And, what is worse, he will never get it. And the reason he will never get it is because Wall Street culture does not get it and has no desire to change the fact that it does not get it.
Let me see if I can be more clear....
Romney has no relation to reality by virtue of the Wall Street business culture upon which he boasts, and upon which he has built is economic campaign. Take a looksie at corporate culture:
- Lack of women in decision-making and leadership positions
- Lack of cultural, ethnic, gender, sexual diversity in the top offices giving corporate culture a distorted and discriminatory view of the structure of society as a whole
- Inflated CEO salaries compared to lower-level posts (lower-level posts most likely to be occupied by women and minorities)
- Corporate tendency to only concentrate on the bottom line meaning that they only want to know how women and minorities will be profitable to them...period
- Wall Street is an Old Boys Network that sees humor, camaraderie, and strength in a way perceived as crude, aggressive, competitive, and intimidating to women and minorities
- Corporate culture is likely to operate on stereotypes creating an "Us versus Them" dichotomy where the "other" is perceived as a distrusted outsider not worth their time, an operational attitude buoyed through flagrant displays of tokenism to convince onlookers, whistleblowers, judges, and legislatures how "fair" they are ("I have a good relationship with the blacks." - Donald Trump, 2011; "Our blacks are better than their blacks." - Ann Coulter, 2011)
- Corporate culture's ultimate aim is to squash the competition...bankrupt them, or buy and dispose of them while reaping the profits (only to be shared amongst their friends)
All of these points are Wall Street justifications for withholding opportunities for advancement. Needless to say, I am not impressed by Romney's record at Bain Capital. It gives me the creeps. Corporate culture is not a formula for leading my democratic republic which boasts a constitution that guarantees everyone the opportunity to pursue happiness.
Excuse me, I need a glass of wine.
My concern is that all the women and leadership literature, all giving very valid points, continue to measure and define professional success in ideas established by the patriarchal business establishment long ago. Every researcher wants to know why there are not more women CEOs of Fortune 500 companies. Excuse me, but what if I do not want to be a CEO? I have every intention of being extremely successful in my career, but the opportunity to schmooze with Donald Trump is not my idea of success. My professional life has very little to do (directly) with Wall Street. By measuring women's success on terms established by men, advocating, dispelling, or flagrantly calling bullshit on gendered nonsense by the likes Romney & Co., Inc., renders the point moot. Get a different measurement, please. Time to take a poststructuralist feminist stand and trouble notions of gender and success, redefining them in a manner which have only a gentle nod toward the Wall Street corner office.
If you're wondering why I feel this reconceptualization of success is necessary, it's because I am tired of Wall Street cronies. They have bankrupted our economy twice (with numerous recessions in-between) through greedy practices, all the while holding a belief that they know what is best for everyone. And I am not talking just about best for everyone's retirement portfolio. I mean in all situations, all the time, for everyone. Why? Because Wall Street cronies are largely arrogant. With that, I now return to the subject of the Republican nominee for President of the United States, Mitt Romney.
I have listened to Mitt speak/debate throughout the party nomination process, and now must listen to him speak and debate against President Obama until November. (Oh, goodie!!! I hope I have enough wine to make it through the experience. When I awake post-election, I hope I will be able to chalk the feeling up to a hangover and not the realization that my country will be run by a bullying, bigoted frat boy.) My conclusion of Mr. Romney is that he just does not get it. And, what is worse, he will never get it. And the reason he will never get it is because Wall Street culture does not get it and has no desire to change the fact that it does not get it.
Let me see if I can be more clear....
Romney has no relation to reality by virtue of the Wall Street business culture upon which he boasts, and upon which he has built is economic campaign. Take a looksie at corporate culture:
- Lack of women in decision-making and leadership positions
- Lack of cultural, ethnic, gender, sexual diversity in the top offices giving corporate culture a distorted and discriminatory view of the structure of society as a whole
- Inflated CEO salaries compared to lower-level posts (lower-level posts most likely to be occupied by women and minorities)
- Corporate tendency to only concentrate on the bottom line meaning that they only want to know how women and minorities will be profitable to them...period
- Wall Street is an Old Boys Network that sees humor, camaraderie, and strength in a way perceived as crude, aggressive, competitive, and intimidating to women and minorities
- Corporate culture is likely to operate on stereotypes creating an "Us versus Them" dichotomy where the "other" is perceived as a distrusted outsider not worth their time, an operational attitude buoyed through flagrant displays of tokenism to convince onlookers, whistleblowers, judges, and legislatures how "fair" they are ("I have a good relationship with the blacks." - Donald Trump, 2011; "Our blacks are better than their blacks." - Ann Coulter, 2011)
- Corporate culture's ultimate aim is to squash the competition...bankrupt them, or buy and dispose of them while reaping the profits (only to be shared amongst their friends)
All of these points are Wall Street justifications for withholding opportunities for advancement. Needless to say, I am not impressed by Romney's record at Bain Capital. It gives me the creeps. Corporate culture is not a formula for leading my democratic republic which boasts a constitution that guarantees everyone the opportunity to pursue happiness.
Excuse me, I need a glass of wine.
March 27, 2017
Great read to get ready for an annual review and discuss pay equity and gender disparity ion the workplace. Reads like a sociology textbook but I gleaned some great nuggets out of it.
December 27, 2018
Read for college. Part of class curriculum.
October 12, 2015
If you're looking for a quick read to get your fired up about feminism and women's rights in the workplace, grab Lean In. This is a much longer read and it spans decades of history and the path that women have taken in the workforce, government and other positions of leadership. It's a great book and captures first-person lessons for women leaders along with in-depth looks at the history of some of the stereotypes that continue to plague women in the office. It's a great read, but not a quick one.
August 31, 2009
Some good essays on specific things women need to look out for in leadership roles or men need to be aware of if they are helping women who are in leadership.
June 21, 2009
for my gender, leadership, and management class. some interesting articles in here. although these can get a tag repetitious, the research is engaging and the writing is clear and concise.
May 9, 2012
Really enjoyed this one. I gained a lot of insight on women and leadership, but I think I'd like to give all the credit to my superb professor who assigned this.
March 30, 2013
A should-read book on leadership and management for women in business.
August 1, 2014
Read for a leadership class in my MA program. Felt repetitive, lots of statistics and little to no forecast of what's ahead for Women & Leadership.
July 18, 2014
ask for ILL
heard her on Philosophy Talk just know
heard her on Philosophy Talk just know
This entire review has been hidden because of spoilers.
Displaying 1 - 12 of 12 reviews