COVID-19 and the Status of Women in Corporate America


The role of a woman in a society cannot be overemphasized. She is the helpmate of her husband, assigning duties and providing resources to keep the household running smoothly. She plays an important role in preparing meals, choosing and caring for household furnishings, and maintaining the home. In addition, she plans social events in the family and acts as the director of recreation for the family. Her presence in the household is the symbol of purity and submission to her husband.

There are many different forms of womanhood, ranging from traditional, pre-modern cultures to those of the 21st century. Depending on the context, womanhood may refer to a state of being or the set of characteristics typical of a woman. The adjective “womanliness” is also a synonym for “womanhood”, though it typically implies a different view of gender roles. Another word for woman is “distaff,” which comes from the traditional role of a spinner.

COVID-19 may exacerbate the gender biases that women already face. For example, women may face higher performance standards, harsher judgments, and other consequences for taking advantage of flexible work options. Gender biases may appear in new forms during COVID-19, such as a manager or colleague assuming that a woman is less committed to her job. Managers may also make assumptions about the work of a woman, especially if she is not visible.

Although progress has been made in addressing the gender disparity problem, the status of women in corporate America remains lagging. In spite of the fact that women earn higher levels of education, they are still significantly underrepresented in the C-suite of many companies. Women of color are especially underrepresented. And while more companies are recognizing the need to address these biases, progress will continue to be slow. The gender gap remains significant even if a company’s top executives are diverse and include women of color.

A third of companies have set targets for the number of women in management positions. Of these, only 41 percent have used these targets in an aggressive manner. Companies should publicize these targets and set hiring goals accordingly. The diversity goal is a critical component of any company’s overall efforts to create a diverse workforce. This is especially true at the executive and board level. When employees believe that they have equal opportunities, they are more likely to stay. The company must focus on improving the status of women in the workplace.

While women have the right to vote, they are still underrepresented in political life in many countries. In January 2019, the global average of women in national assemblies was 24.3%. Women’s suffrage movements are long and often difficult to win. The United States, for example, won universal suffrage in the 1920s, after decades of struggle. But it is not a perfect world. For women to achieve equality, men and women must respect the rights of each other.