31 October 2013
The Gender Gap in the Business World
Throughout history, gender inequality has shown to be an issue across the globe, especially in the workplace. Men have always had a greater and more powerful presence in careers of all kinds. Today, in the sports marketing industry, this proves to be true as women constantly battle to make advances within their companies and outshine their male colleagues. The purpose of this paper is to explore the issue of the “gender gap” in the business world, specifically sports marketing for the National Football League and how this issue may be solved: by presenting a sense of self-confidence in professional women. Employers constantly hold women to different standards than their male counterparts in the workplace. Shelley Rider, current president of Interloop North America, commented, “as some large, traditional corporations have fewer, bigger jobs in top management available, it's harder for everyone to advance. This is especially true for women and minorities, who are often expected to have demonstrated that they have fully mastered a new role prior to being promoted, versus their white male colleagues who may be given ‘stretch opportunities.’” For women, this is frustrating because they are just as qualified, if not more qualified, than their male counterparts. Gender bias in business affects female professionals financially, emotionally, and mentally as they experience inequality in the office. Gender inequality can be seen in the labor force as a whole as far back as the beginning of businesses. However, the issue of gender bias in business is becoming more significant as the industry grows and women break out of the “housewife” stereotype to go to work. Professionals in sports marketing experience a greater gap of separation especially because of the lack of females that participate in and watch sports. Although the number of women who watch the NFL Super Bowl is rising, according to a study published in 2009, the number of men still exceeds the number of women (Clark). Because of this, it is generally believed that women should have less presence in the sports world than men, thus making it very difficult for a woman to reach a high executive level within the NFL. There are not any women currently working in the Executive Department for the NFL Player’s Association and only thirteen out of thirty positions within the company’s marketing subsidiary are women (Department Contacts). As of 2011, only fifteen of the 500 companies listed on the Fortune 500 have female CEOs, making up a mere thirty percent of these companies (Fortune 500). Women just are not as prominent in the business world as men are. Gender bias is a problem because women who experience it become discouraged and less confident in themselves. During a speech in 2010, Sheryl Sandberg, Chief Operating Officer of Facebook, explained that “women systematically underestimate their own abilities” when comparing themselves to the men that they work with. As a result, women hinder their own chance of earning a promotion or recognition from those who are above them in the workplace. Regardless of a woman’s personal beliefs, there is hard evidence that supports the idea that women make not only better employees, but also better leaders. Women are rated as more honest, compassionate, outgoing, and creative when compared to men. They were also rated to be just as ambitious as men are (Stroope). So why does this inequality exist? While gender bias obviously affects women in the workplace, it also affects the marketing industry as whole and future female employees. For a large, male dominated company such as the NFL, it can be very difficult to reach a female audience. Without a female audience, there is money to be lost. For example, this past September, the NFL published several pages in the popular women’s magazine, Marie Claire. Many women found this article to be patronizing, as it seemed to only...
Cited: Ball, Jennifer Ann. "The Gender Gap In Undergraduate Business Programs In The United States." Journal Of Education For Business 87.5 (2012): 260-265. Academic Search Complete. Web. 11 Oct. 2013.
“Department Contacts.” NFL Player’s Association. National Football League, n.d. Web. 10 Oct. 2013.
“Fortune 500.” Money.CNN.com. CNN, 21 May 2012. Web. 17 Sept. 2013.
Fransisco, Alyson. Kimbrough Professor of Business and Economics and Director for the Center For Women In Business at Salem College. Email Interview. 13 Oct. 2013.
“How the NFL Woos Female Fans.” Bloomberg BusinessWeek. Web. 11 Oct. 2013.
Kantor, Jodi. "Harvard Business School Case Study: Gender Equity." The New York Times. 7 Sept. 2013. Web. 11 Oct. 2013.
Miss Representation. Dir. Jennifer Siebel Newsome. Girls’ Club Entertainment, 2011. Film.
Rider, Shelley. President at Interloop North America. Email Interview. 15 Sept. 2013.
S. 3220--112th Congress: Paycheck Fairness Act.” www.GovTrack.us. 2012. October 11, 2013
Stroope, Saundra, and Bonnie Hagemann. "Women, Water, + Leadership: Are We Making Progress?." T+D 65.3 (2011): 50-53. Academic Search Complete. Web. 15 Sept. 2013.
Waldron, Travis. "The 10 Jobs With The Biggest Gender Wage Gap." ThinkProgress. N.p., 9 Apr. 2013. Web. 10 Oct. 2013.
Why We Have Too Few Women Leaders. Sheryl Sandberg. Youtube, 2010. Video Recording.
Please join StudyMode to read the full document