Career Challenges Faced by Women Research Paper

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Counseling: Career Challenges Women FaceWomen have always been struggling either to find an appropriate job opportunity matching their qualifications or an equal-pay job (person-job fit). This paper aims at devising a counselling intervention for women who face challenges in their careers. The explanation of interventional approaches to address the particular problem would be done by investigating the issue in-depth and looking for pertinent information for catering to it in counselling terms. Description of ProblemThe pre-defined gender roles by our society for men and women both have discriminated against women from work in various ways. It is believed that men are the only ones who are meant to earn for their families, which is true, however, there is no prohibition of women from taking the same responsibility, especially when they face financial difficulties. Finding a balance between their work and family lives remains a challenge and thus, are generally discriminated against based on their gender. Organizational efficiency depends highly on employers’ ability to work productively, either for males or females. Employment discrimination, reaching work on time, accessibility of workplace that is far away, low pay scale, racial discrimination, difficulties at workplace arising from colleagues, workplace harassment towards females, work stress, job satisfaction due to pressures of maintaining work-life balance, etc. are some of the major career challenges that women face (Podder & Divakaran, 2020). A supportive work environment could possibly help women come over these challenges, which despite great modernism and globalization, has not been possible as yet. Current StatisticsCovid-19 has worsened the situation since job loss has been massive during this time where one out of four women faced termination due to lack of childcare; the rate was double the rate of men (Bateman & Ross, 2020). The senior-level positions are not welcoming enough for females, particularly for colored women. McKinsey reports reveal that total women (both White and colored) were 47% of the workforce in 2017, which slightly increased to 48% by 2022. However, only a 1% increment in senior representation for females in five years’ time is saddening. Another upsetting fact was that 47% of the women who do not work how they want to told in a survey that they have equal opportunity while 64% worked what they wanted but were still planning to leave next year (Krivkovich et al., 2022). 30% of the women felt burned out, even if they worked on their own terms while 21% felt the same situation when not working how they wanted to. Remote working has been a high preference after Covid-19 and companies are now thinking of strategies to retain and better serve their female employees for improved organizational culture and environment. Symptoms of the ProblemGender differences and related factors such as maintaining work-family balance due to gender roles seem to be the antecedent of the issue under discussion here. The reason for saying so is that gender bias in terms of low-pay scale, either in low, middle or high hierarchical positions of the company is evident in multinational companies as well. Despite globalization and increased emphasis on equal employment opportunities, women still remain under-represented in the workforce in some of the most prominent and progressive countries of the world. A developed country like Belgium which is a high-income economy faces the same issues, particularly in the form of glass ceiling when a qualified female is not granted her due position based on gender discrimination. This affects her self-esteem, job satisfaction, lower morale, emotional and psychological well-being, lower perceptions of career success and professional growth, work engagement, job strain and in serious cases, intention to quit (Babic & Hansez, 2021; Lee & Eissenstat, 2018). These situations could be taken as the symptoms when counselling interventions could step in to help such females so that the major indicators of well-being could be taken as a priority by the counsellors. Apart from that, challenges are also seen in choosing the career initially. For example, adolescent girls attempting to make a career choice for themselves tend to seek help in online groups, particularly from other females (Hechtlinger & Gati, 2019). It is where counselling guidance could assist them in making the right direction for their future. Their dysfunctional beliefs regarding fate or gender could be reduced with group intervention where race and age groups could prove effective.

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Talking about age, career guidance for older women who become victims of early retirement, ageing, and depleting skills as compared to fresh youth employees could be valuable to save them from social exclusion and deteriorating quality of life (QoL) through carefully devised counselling interventions (Bimrose et al., 2013). Causes of the ProblemWomen’s mid-life time is considered an important developmental stage of their life since accepting unpredictable tasks of life and developing the resilience to cope with them is evident at this stage the most (Maree & Nortje, 2022). Mid-career or midlife phase is the time when most women face happiness as well as equal hardships. It is their transformation process from one phase to another, for example from being a single girl to a married woman and becoming a mother soon after marriage. Career development at this stage could be cumbersome as a lack of decision-making capabilities based on the intention to balance work and family could be difficult (Maree & Nortje, 2022). It causes anxiety and stress to look after their kids and work simultaneously. The midlife transitions…

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…work with organizations where workplace misstatement is highly apparent. For this purpose, an initial survey could be conducted, particularly to gauge the current females’ opinions about their workspace and whether they find it supportive enough. Based on the results, counsellors could intervene to assist organizations to change their power dynamics, provide intense support for minority women and make organizational culture more inclusive (Tabassum & Nayak, 2021). Counsellors can arrange meetings on a one-on-one basis with women or in groups. Employers could be trained by counsellors to formulate workplace training and offer career advancement opportunities to women (Tabassum & Nayak, 2021). This mindset is explained clearly by social role theory that advocates men and women acting in pre-determined gender roles that have become stereotypes for society, and are expected to behave in their specific ways (Tabassum & Nayak, 2021). Their personal relationship and those at work are established by these roles, especially when women are seeking high managerial places. Their mind-bending towards gender stereotyping is necessary since they believe that females naturally manifest certain standards of femininity that they tend to change when they are in the workplace, or at higher managerial positions (Tabassum & Nayak, 2021). Such attitudes and female behaviours are perceived as a gender role violation by male supervisors or colleagues, leading them to keep women away from workplace equality. On an individual basis, social identity theory could be used as a foundation for counselling intervention. Even if women are counselled in groups, the social identification-building interventions are proven to be effective on psychological health, specifically for addressing workplace stress, social relationship development at workplaces and better job satisfaction, leading to a better quality of life (QoL) (Steffens et al., 2019). An example could be taken from Meuret and colleagues’ formulated intervention in 2016 where group psychotherapy was used for enhancing the social identity of patients suffering from social anxiety disorder (Steffens et al., 2019). The implication of this example here for women could be beneficial so that the contrasts that women face due to gender bias at work could be managed before they transform into stress, anxiety or intention to leave. Biblical PerspectivesBible states that God created men and women equal and hence should be both treated with respect and dignity. Genesis 1:27 cites: “So God created man in His own image; in the image of God He created him, male and female he created him” (Butt, 2011). Further for women in stress, in Phillippians 4:3, Paul cited “helping these women who labored with me in the gospel” (Butt, 2011). Giving women prominent places in leadership has been a subject in Bible too. For instance, “Village life ceased in Israel, until I, Deborah, arose,….....

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