A Half-Century Post-Title VII: Still Seeking Pathways for Women to Organizational Leadership
Perhaps the most important of the many 50th anniversaries marked in 2014 was the passage of Title VII of the Civil Rights Act of 1964 (Title VII).1 Title VII greatly broadened the ability of individuals to gain and keep employment by barring discrimination based on race, color, religion, sex, or national origin.2 The anniversary is a good time to consider what has been accomplished and the necessary next steps. Although much progress has been made, there is still much to be done, especially with regard to the advancement of working women with children. Part I of this manuscript briefly reviews the effectiveness of Title VII, examining judicial interpretations of the statute as well as additional legislation and regulations adopted to further its implementation. Part II contains an analysis of our empirical study addressing whether employees’ cultural similarity with leaders in their organization is related to obtaining and benefiting from mentors and networks, and how gender influences this dynamic. Specifically, we examine whether sharing cultural similarity with the organization’s leaders is especially important for married women and women with dependents to overcome negative stereotypes. We offer proposals for reform in Part III, followed by our concluding remarks. Link to the article
DWORKIN, T.M., RAMASWAMI, A. and SCHIPANI, C.A. (2016). A Half-Century Post-Title VII: Still Seeking Pathways for Women to Organizational Leadership. UCLA Women's Law Journal, 23(1), pp. 29-78.
Keywords : #Gender, #Leadership, #Discrimination, #Employment-Law, #Title-VII, #Positive-Business