Gender Disparities in Leadership Positions in Asia

Purpose: The aim of the study was to assess gender disparities in leadership positions in Asia. Methodology: This study adopted a desk methodology. A desk study research design is commonly known as secondary data collection. This is basically collecting data from existing resources preferably because of its low cost advantage as compared to a field research. Our current study looked into already published studies and reports as the data was easily accessed through online journals and libraries. Findings: The study indicated that women are consistently underrepresented in top leadership roles across various sectors, including corporate, political, and academic domains. The study revealed numerous factors contributing to this gap, including implicit bias, gender stereotypes, lack of mentorship opportunities, and work-life balance challenges. Additionally, cultural and institutional barriers hinder women's advancement, such as the glass ceiling phenomenon and the scarcity of family-friendly policies in workplaces. While progress has been made in recent years, with initiatives aimed at promoting gender equality and diversity in leadership, persistent disparities underscore the need for continued efforts to address systemic barriers and foster inclusive environments that empower women to pursue and thrive in leadership roles. Implications to Theory, Practice and Policy: Social role theory, glass ceiling theory and implicit bias theory may be used to anchor future studies on assessing the gender disparities in leadership positions in Asia. Implement diversity and inclusion training programs to raise awareness of unconscious biases and promote gender-neutral decision-making processes in leadership selection, promotion, and performance evaluation. Advocate for legislative measures to promote gender diversity on corporate boards and executive teams, such as quotas or disclosure requirements, to accelerate progress towards gender-balanced leadership representation.